English to Greek Other Other tourism sector,mentoring, management

1. Choose your reverse mentors taking into consideration all perspectives: “Screen younger employees for particular skills or interests that could be of use to specific senior employees or managers. Screening for personality matches might be helpful too, though sometimes veterans benefit from someone bringing diversity in personality and perspective”.
2. Motivate the both sides. “Junior staffers, who will have a chance to show off their collaboration and leadership skills while gaining access to senior organization members, probably won't require much persuasion. But for some older employees — especially managers — losing credibility among peers is a real concern. As a result, especially at the beginning both sides should be motivated for implementing reverse mentoring programme and upper management must openly support the program at the outset, and then share success stories with all employees”.
3. Expectations of mentors and mentees should be well defined: “This means creating a clear list of topics to cover and specific goals to attain. There should also be mutually agreed-upon rules and guidelines: how often to meet and for how long, how to prepare, what will be discussed in each session, and a pledge to communicate in a transparent way to prevent misunderstandings (and move past them should they occur). Both parties must be open to seeing things from another perspective and allow themselves to be pushed out of their comfort zones. The purpose of the exercise is to achieve professional growth, after all”.
4. Success in mentoring can take some time: “Most reverse mentor relationships last between six and 24 months. It can take some time for both people to get used to each other's style, find common ground and make a connection, and then to show progress toward improved job performance”.
5. Do not give up during the mismatching “In reverse mentoring, mismatching can be realized. In this case, firstly, each person should learn what mistakes were made and how you might avoid them in other mentoring relationships. Secondly, they should both be given a new mentee or mentor. Failed mismatching that aren't addressed will only reinforce stereotypes, reduce trust and widen your organization's generation gap”.


Προβληματίζομαι με το "reverse mentoring" και το "reverse mentor". Έχω βρει "αντίστροφη συμβουλευτική". Είναι όντως έτσι; Και το "reverse mentor";

Βοηθήστε, παρακαλώ...

Ευχαριστώ πολύ.