Sparking Leadership #7: Your junior team members are the most underrated source of learning.

We often assume that learning flows top-down, from the experienced leader to the junior employee. But what happens when the person with the most innovative ideas is also the least experienced?

That’s exactly what I experienced in my last role. I was leading a young HR team in a fast-paced, creative environment. I had the most experience by far so naturally, I stepped into the role of mentor and coach.

But one of my team members quickly showed a talent I didn’t have: the ability to think completely outside the box. Her ideas were unexpected, bold, and exciting. She disrupted how we approached certain problems in the most positive way and challenged me to see things from a fresh perspective.

And so, my role shifted. I still led, but instead of guiding every step, I focused on removing barriers, giving feedback, and making sure her ideas had the space to land and grow.

👉 This is reverse mentoring in practice: learning from those junior to you, and letting go of the idea that wisdom and knowledge always comes with age or title.

Patrice Gordon, in her book Reverse Mentoring, describes how this practice can:

🔸 Break down systemic barriers

🔸 Build cultures of belonging

🔸 Challenge bias around authority and expertise

🔸 Foster genuine continuous learning (especially in leadership)

Reverse mentoring is one of the most underused (and uncomfortable) tools for learning because - let's face it - it can be hard to take advice from someone younger, or less experienced. But, innovation and creativity come from perspective, not just tenure and seniority.

💪 How to start with reverse mentoring (and actually make it work):

✅ Look for complementary strengths, not just age differences: Who on your team sees things in a radically different way than you do? That’s a good starting point.

✅ Set up regular time to listen, not manage: Create space for open dialogue where the other person leads the agenda.

✅ Get specific: “What’s something you think we could do differently?” or “What do you notice that others miss?”

✅ Give credit where credit is due: Apply what you learn and recognize their input. It will encourage them to contribute even more.

✅ Don’t wait for a formal program: You don’t need a company policy to assign you a reverse mentor. You just need curiosity and a calendar invite.

❓Question for you:

Look around your team. Who sees the world differently from you? And what could you learn from them?

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🌟Sparking Leadership is a weekly series on human-centered, sustainable #leadership. Follow for real talk and practical tools. In the meantime, lead with spark!