Generative AI Sparks Rise of Gen Z and Millennial Mentors in Indian Corporates
Generative AI Sparks Rise of Gen Z and Millennial Mentors in Indian Corporates
As the digital landscape evolves, a surprising trend is emerging in Indian companies: the rise of younger employees as mentors to their senior counterparts. This shift is largely driven by advancements in generative artificial intelligence (GenAI), social media, and evolving consumer trends.
Take Coromandel International, for example. In a recent meeting between a 29-year-old millennial executive and a 55-year-old senior decision-maker, the expected dynamic of junior learning from senior was flipped on its head. The senior executive was keen to understand the nuances of GenAI and social media strategies from his younger colleague. This scenario is not unique to Coromandel; other major firms such as Siemens, Sterlite Power, and Fiserv are also embracing this reverse mentoring trend.
Siemens Ltd, for instance, has formalized its reverse mentoring approach. The process begins with setting personal and professional goals, includes icebreaking sessions, and concludes with a formal closure of the mentoring relationship. This structured approach has seen experienced employees paired with younger mentors to discuss topics mainly around digital technologies and evolving trends. Shilpa Kabra Maheshwari, EVP and Country Head at Siemens Ltd, highlights that the commitment to learn, unlearn, and relearn is what makes these mentoring relationships successful.
Similarly, Sterlite Power has introduced a dedicated program for campus hires, allowing senior executives to gain fresh insights into digital tools and emerging industry trends. Ruhie Pande, CHRO of Sterlite Power, notes that this approach helps seniors stay updated with industry changes while enhancing their professional growth.
Public sector undertakings are also catching on. At NMDC, India’s largest iron ore producer, younger employees have been instrumental in helping senior leaders understand digital platforms and mining operations. This collaboration has provided valuable hands-on experience for the senior management.
However, reverse mentoring is not without its challenges. Traditional Indian companies with established hierarchies sometimes find it difficult to adapt to this new dynamic. At Coromandel, initial skepticism and intimidation were hurdles, but preparatory conversations and structured interactions helped overcome these barriers.
Industry experts suggest that successful reverse mentoring relationships should be highlighted to further promote its adoption. A well-executed reverse mentoring program offers younger mentors insights into strategic thinking and leadership, while senior executives gain a deeper understanding of contemporary digital trends and consumer behaviors.
Role Reversal: Key Takeaways
- Duration: Reverse mentoring typically lasts between 3-8 months, though the timeframe can be adjusted.
- Pairing Criteria:
- Matching skill sets and learning goals
- Shared interests or complementary expertise
- Cross-functional and cross-generational learning opportunities
- Voluntary participation is crucial
Benefits for Younger Mentors
- Gain insights into strategic thinking and leadership
- Learn how to navigate complex organizational dynamics
- Develop long-term business strategies
This evolving trend underscores the growing importance of integrating diverse perspectives and leveraging the expertise of younger generations in driving corporate growth and innovation.
Tags: #GenerativeAI #ReverseMentoring #DigitalTransformation #GenZ #Millennials #CorporateTraining #Leadership #AITrends #SocialMedia #ProfessionalDevelopment #IndiaInc #WorkplaceLearning #TechNews
