We've always thought of mentoring

我們一直認為指導

as the older generation passing down wisdom to the young,

作為老一輩人傳授給年輕人的智慧。

but there's a huge benefit to flipping that around

但是，有一個巨大的好處，翻轉，周圍的

and allowing the novice to teach the master.

並讓新手教師傅。

[The Way We Work]

[我們的工作方式]

[Made possible with the support of Dropbox]

[在Dropbox的支持下得以實現]

The workforce currently consists of up to five generations

目前勞動力由五代人組成。

and it's becoming more diverse

而且它變得更加多樣化

across all spectrums of underrepresented groups.

在所有代表性不足的群體中。

But that change is not arriving nearly as fast

但這種變化並沒有那麼快到來

in C-suites and in boardrooms.

在C型套房和會議室裡。

Which means there's a growing gap

這意味著有一個越來越大的差距

between leaders and their people

領導人與人民之間

in regards to their perspectives and experiences.

關於他們的觀點和經驗。

Our organizations can fall right through that gap

我們的組織可以從這一差距中脫穎而出

into the trap of stale thinking, blind spots

誤入陳規陋習、盲點重重

and having policies that could alienate

和制定可能疏遠的政策

these underrepresented groups,

這些代表性不足的群體。

not only in regards to age,

不僅在年齡方面。

race or gender,

種族或性別；

but all different kinds of viewpoints.

但各種不同的觀點。

Reverse mentoring could be an antidote to that tunnel vision.

逆向指導可能是解決這種隧道視覺的解藥。

But making reverse mentoring work,

但讓逆向指導工作。

isn't as simple as finding a mentor

並不是找一個導師那麼簡單。

and pressing go.

然後按 "開始 "鍵。

You have to be genuinely curious

你必須要有真正的好奇心。

about learning from that individual.

關於向該人學習。

And you have to be intentional about the relationship

而且你必須要有意識地處理好這種關係

in order to make it valuable.

以使其有價值。

I know this because I was asked

我知道這些是因為有人問我

just a year into my career at Virgin Atlantic

剛進入維珍航空工作一年

to be the first ever reverse mentor

成為史上第一個反面教材

to mentor CEO Craig Kreeger.

來指導CEO Craig Kreeger。

I'd met Craig a few times

我見過克雷格幾次

and presented to him in meetings,

並在會議上向他提出。

but this, it was a whole different ball game.

但這，是一個完全不同的球賽。

Craig had revealed that he had no black women

克雷格曾透露，他沒有黑女人

in his inner circle

圈內人

and he was keen to understand my perspective

他很想了解我的觀點

on how to build a more inclusive culture at Virgin Atlantic.

關於如何在維珍大西洋航空公司建立一個更具包容性的文化。

No pressure.

沒有壓力。

Here's what I learned

以下是我的心得

about how to make reverse mentoring work.

關於如何讓反向指導發揮作用。

Lesson one, make your match thoughtfully.

第一課，深思熟慮地進行匹配。

Find someone who has a pulse

找一個有脈搏的人

on the key spokespeople in the organization

本組織的主要發言人的情況

to help you make your match.

來幫助你進行匹配。

This doesn't have to be someone in human resources,

這不一定非得是人力資源部門的人。

just someone who knows you and your teams well,

只是一個很瞭解你和你的團隊的人。

because chemistry really matters.

因為化學真的很重要。

The VP of people experience chose me

負責人員體驗的副總裁選擇了我

because I was open to sharing my ideas

因為我願意分享我的想法

and also my enthusiasm for leadership development.

也是我對領導力發展的熱情。

Also make sure

同時要確保

that your mentor isn't a direct report or part of your team,

你的導師不是你團隊的直接報告或一部分。

because it will be really difficult to elicit honest feedback

因為要得到誠實的反饋真的很不容易

from someone who you also have to review

從一個你也要審查的人

at the end of the year.

年底時，。

If you're in finance,

如果你是做金融的。

find someone creative in marketing,

找一個有創意的人做營銷。

or if you're in engineering, find someone in customer service.

或者如果你是做工程的，找一個客服的人。

This will ensure that you develop perspectives

這將確保你開拓視野

from outside of your immediate team

外來人員

and different perspectives make better leaders.

和不同的觀點會使領導者變得更好。

Lesson two,

第二課：

to make things simple, set some ground rules.

為了使事情簡單化，制定一些基本規則。

The first meeting should be offsite in a neutral location.

第一次會議應在一箇中立的地點舉行。

If you're the mentee, you should set the agenda.

如果你是被指導者，你應該設置議程。

What is it that you really want to learn?

你真正想學的是什麼？

Maybe you'd like to understand

也許你想了解

your mentor's career journey

導師的職業生涯

or perhaps whether they've had any major obstacles

或者說他們是否遇到過什麼重大障礙

they've had to overcome,

他們必須克服的問題。

or maybe you'd like to understand

或者你想了解

how specific company policies impact them

公司的具體政策如何影響他們

either directly or indirectly.

直接或間接。

Agree that your conversations together

同意你們在一起的談話

will be confidential

將被保密

and whether there are any topics which are off limits,

以及是否有什麼話題是不允許的。

such as family life

如家庭生活

or specific feedback on individuals.

或對個人的具體反饋。

Lesson three, start with an icebreaker.

第三課，從破冰開始。

I like to think of this

我喜歡這樣想

as a long elevator pitch of your life stories.

作為一個長長的電梯推銷你的生活故事。

Who are you?

你是誰？

Poignant moments in your life.

你生命中的悽美時刻。

What are your hopes and dreams?

你的希望和夢想是什麼？

Pivot to seek differences and not similarities

樞要求異不求同。

because that's the real power of reverse mentoring.

因為這才是反向指導的真正力量。

Craig and I found

克雷格和我發現

that we had formative experiences in common.

我們有共同的成長經歷。

Both of us immigrants,

我們兩個都是移民。

him a second generation growing up in the US

他是在美國長大的第二代

and myself first generation

和我本人第一代

arriving in the UK from Jamaica

抵達英國的牙買加人

at the age of three.

在三歲時。

But from there,

但從那裡。

our stories are quite different.

我們的故事是完全不同的。

Lesson four, beware of role reversion.

第四課，小心角色還原。

There were a few times in our conversation

在我們的談話中，有幾次

where Craig slipped into giving me career advice.

在那裡，克雷格溜到給我職業建議。

And I had to say, "Craig this is really interesting

我不得不說，"克雷格，這真的很有趣。

and I'd love to come back to this later,

我很想以後再來談這個。

but in our limited time together,

但在我們有限的相處時間裡。

is there anything else you'd like to understand from me?"

你還有什麼想向我瞭解的嗎？"

Now this was quite hard,

現在這是相當困難的。

but you have to remember that as a mentor

但你要記住，作為一個導師

for this very short period of time,

在這很短的時間內。

your insights are actually more valuable to the organization.

你的見解其實對組織更有價值。

Lesson five, make time for reflection.

第五課，抽出時間進行反思。

Agree the key takeaways from each of the sessions,

同意每屆會議的主要收穫；

either at the end or through follow-up email

最後或通過後續電子郵件

and schedule your sessions

並安排您的會議

to allow time between for reflection.

以留出中間的時間進行思考。

We found that three to four weeks provided a great rhythm.

我們發現，三到四周提供了一個很好的節奏。

And finally,

最後是：

give credit where credit's due.

歸功於人

In the traditional mentoring relationship

在傳統的指導關係中

the mentor isn't expected to be given credit.

導師不被期望被給予信用。

However, in reverse mentoring

然而，在反向指導中

where the mentee actually holds a lot of the power

在這裡，被指導者實際上掌握了很多權力。

accurate credit really counts.

準確的信用真的很重要。

Forward-thinking organizations

前瞻性組織

use reverse mentoring as one of the tools

隔行如隔山

to help them build a more inclusive environment.

幫助他們建立一個更加包容的環境。

And studies have shown

而研究表明

that when organizations embrace reverse mentoring

當組織接受反向指導時

members of those underrepresented groups

這些代表性不足的群體的成員

feel more confident in sharing their perspectives.

感到更有信心分享自己的觀點。

And when accompanied by a comprehensive diversity

而當伴隨著全面的多元化

and inclusion strategy,

和包容戰略。

it leads to higher retention amongst these groups.

導致這些群體的留存率更高。

Personally, I found

就我個人而言，我發現

that my reverse mentoring relationship with Craig

我與克雷格的反向指導關係

enabled me to have a sense of ownership and leadership

使我有了主人翁意識和上司能力。

in building an inclusive culture at Virgin.

在維珍建立包容性文化的過程中。

And for Craig, it showed

而對於克雷格來說，這表明

that even when you're at the pinnacle of your career,

即使你處於事業的巔峰，也是如此。

there's still more you can learn.

還有更多的東西你可以學習。