Why “Reverse Mentoring” Should Make Us Rethink Mentorship Altogether

In recent weeks, my LinkedIn feed has been buzzing with praise for “reverse mentoring.” And rightly so. From British Airways and Virgin Atlantic to PwC and P&G, high-profile CEOs are being paired with junior colleagues to hear new perspectives on diversity, technology, generational culture, and more. As the LinkedIn News article put it, “CEOs are embracing reverse mentoring to gain insights they wouldn’t otherwise hear.” 

It’s a powerful movement; a welcome sign of curiosity and humility in leadership. But I can’t help questioning something deeper: why are we calling it “reverse”? 

The label, though catchy, implies a default assumption; that mentoring is normally a one-way street. That wisdom is passed down, not across. That mentors speak and mentees listen. That those with more seniority or tenure inherently have more to offer. 

In reality? That’s simply not true. 

Mentoring Done Well Has Always Been a Two-Way Street 

I’ve had the privilege of building and launching a mentoring programme at Expression for Growth. It’s been one of the most fulfilling parts of my role. And I say that not because I got to “impart” my experience to someone younger; but because of what I learned in return. 

Entering into that relationship with open arms and an open mind, I was reminded of one of Steven Covey’s most profound principles: Seek first to understand. The true richness in mentorship isn’t in broadcasting what you know; it’s in elevating someone to see further than you’ve been able to see yourself. And to do that, you must first see through their eyes; their perspective; their world. 

When mentorship is done well, the mentor is changed by the process too. 

So Why the Need for “Reverse”? 

The phrase “reverse mentoring” isn’t just a descriptor; it’s a signpost of how we still fundamentally perceive knowledge, status and learning inside our organisations. It suggests that in default mode, mentoring is top-down; and only when we intentionally flip it do we create space for fresh, diverse or junior voices to be heard. 

Of course, the intent behind these programmes is deeply worthwhile. The CEOs featured in the LinkedIn article have taken visible action off the back of these experiences, launching new inclusion strategies, adapting internal messaging and confronting biases they hadn’t seen before. That’s progress; and I respect it enormously. 

But I do wonder; are we elevating the practice, or the positioning? Are we focusing on the structure of listening; or simply celebrating the optics of it? 

Because let’s be clear; the power of mentoring doesn’t come from flipping the script. It comes from writing a new one; one where listening, curiosity and mutual growth are the norm. 

A Better Definition of Mentorship 

Here’s an idea; let’s stop framing mentoring as a directional activity. 

Let’s stop measuring its value by who speaks and start measuring it by what changes. 

True mentorship isn’t a download of expertise; it’s a dialogue. It’s a relationship built on respect, vulnerability and reflection, regardless of job title, age or background. 

Mentors don’t just shape the growth of others; they are shaped in return. And when that happens, everyone gets better. 

For Learning Professionals, This Moment Matters 

If you’re a learning leader, an HR professional or someone who works in capability and culture, I believe this is a moment to go deeper. 

Let’s not just jump on the “reverse mentoring” trend as a clever initiative or leadership story. Let’s ask: 

• Are we embedding structures that encourage mutual learning in every mentoring relationship? 

• Are our programmes set up to create psychological safety and honest reflection on both sides? 

• Do our mentors see themselves as stewards of learning or gatekeepers of knowledge? 

• And crucially, are we using mentoring to change behaviours and mindsets; or simply tick boxes? 

At Expression for Growth, we’ll continue to approach mentoring not as a one-way gift, but as a shared journey. One that challenges both parties, elevates perspectives and leaves each person changed for the better. 

So yes, I support the spirit of “reverse mentoring.” Enthusiastically. But I believe the future of mentoring isn’t about direction at all. 

It’s about elevation, connection and transformation; for everyone involved. 

To continue the conversation, get in touch with Jonathan at jonathan@expressionforgrowth.com