I think we can use the reverse mentoring philosophy in law enforcement by broadening its role to be more inclusive beyond digital applications. The first thing we can do is acknowledge that when dealing with new hires we are dealing with the agency's future. Assuming they stay on, they are not going to be the new kid on the block forever. They will be filling in those senior slots and moving up the ranks just like we did. They may not have very much experience now, but we can still learn something from them by way of their feedback.
For example, they can speak to how effective their training was and how training can be improved. As an FTO, I read all my evaluations and looked for ways to stay relevant and fine tune the material. That fit the traditional model well. But under reverse mentoring, feedback should be ongoing and not saved until the end. If you think about it, delayed feedback might help the next recruit but does nothing for the one going through training now.
The next point I want to make is experience comes in many forms and we shouldn't shun anyone just because theirs is different than ours. We need to recognize that there are gaps on both sides, and that each person can help the other.
We have all had to deal with the guy who comes in with prior experience and says, That's not the way we did it at X." The usual response is, "You're not at X anymore so get over it." However, if you are going to use reverse mentoring, then you should find out why it was done differently. Maybe there is something there that translates into doing a better job over here. In other words, don't be afraid to learn something different even if it is from a junior person. Keep in mind that what worked five years ago may have lost its relevancy in today's terms. Just because someone with less experience points that out, it doesn't make it any less valid. It's been my experience that learning is seldom a one-way street.
My last point is to break down typical seniority type stereotypes. Being senior doesn't automatically make you better. Take shooting at the range, for example. I have seen many senior officers who talk a good game but can't shoot worth a damn. If you're having trouble, why not get coached by the junior person that isn't having any? They might be new to law enforcement, but they may have years of firearms experience from somewhere else like serving in the military or spending time hunting. We need to put our egos in check and work on our skills regardless of who is helping us. Seeking improvement is a priority for everyone, senior and junior alike.
