By Jackie Stapleton

Over the past five years, I’ve had the privilege of working closely with Kaitlyn Merrin from Merrin Co., an international ISO consultancy. In the early days, I was there to share my knowledge of ISO standards and support her with tenders and system builds, acting as a second pair of eyes.

As Kaitlyn’s business grew, our roles gradually shifted. During one of our recent weekly Zoom meetings, this change became particularly evident. Kaitlyn has not only expanded her business significantly, but my own business has also evolved. Our calls have turned into sessions where we share updates and hold each other accountable.

During this pivotal Zoom meeting, I found myself sharing my own business challenges and thought processes with Kaitlyn. She listened respectfully and offered insightful responses that left me with a completely different perspective. This moment highlighted a significant shift: the student had become the master. I ended the call with immense gratitude, recognizing that Kaitlyn had transformed from a mentee into a trusted advisor and invaluable supporter of my personal and business growth.

Reverse Mentoring

This experience reminded me of a concept I recently read about in the HBR Guide to Changing Your Career. The guide emphasizes the importance of staying fresh and relevant, particularly for those of us in the later stages of our careers. As seasoned professionals, it’s essential to remain open-minded and continually learn, not just from our peers, but from younger colleagues as well.

This notion of reverse mentoring—where experienced individuals exchange their wisdom for fresh perspectives from the younger generation—ensures that we stay connected and adaptable in an ever-evolving workplace. By embracing this mindset, we can practice “active wisdom” and continue to grow both personally and professionally.

The Active Wisdom Quadrant

In today’s fast-paced and ever-evolving professional landscape, the ability to continually learn and effectively apply knowledge is crucial for sustained success. Experienced professionals, in particular, must navigate the delicate balance between leveraging their accumulated wisdom and staying open to new ideas and methods. To illustrate the dynamics of this balance, I’ve developed The Active Wisdom Quadrant.

This model highlights four distinct states of knowledge and experience: Active Wisdom, Passive Knowledge, Static Experience, and Stagnant Knowledge. It underscores the importance of continual learning and practical application while also addressing the pitfalls of disengagement and resistance to change.

By understanding and striving towards Active Wisdom, we can ensure our growth and relevance in the industry.

Active Wisdom (Continual Learning + Practical Application)

Active Wisdom is achieved when an individual continually seeks new knowledge and applies it practically in their daily work. This combination ensures that they are not only up to date with the latest developments in their field but also capable of implementing these insights effectively.

• Continual Learning: Keeps the individual informed about the latest trends, theories, and advancements. This ongoing education helps them stay relevant and adaptable.
• Practical Application: Ensures that the knowledge gained is put into practice, which helps in refining skills and gaining real-world experience. Applying new knowledge reinforces learning and allows for real-time problem-solving and innovation.

Static Experience (Practical Application + Resistance to Change)

Static Experience is characterized by individuals who apply their existing knowledge and skills regularly but resist adopting new ideas or methods. This leads to proficiency in current practices but stagnation in overall growth and adaptation.

• Practical Application: Ensures that the individual is skilled and experienced in their current methods and practices, providing a high level of competence in their existing role.
• Resistance to Change: Prevents the individual from evolving and incorporating new knowledge or innovations. This resistance can lead to outdated practices and a lack of adaptability in a changing environment.

Stagnant Knowledge (Lack of Engagement + Resistance to Change)

Stagnant Knowledge arises when an individual neither engages with new learning opportunities nor applies or updates their existing knowledge. This results in a complete halt in personal and professional development.

• Lack of Engagement: Leads to a disengaged and uninspired approach to learning and development, resulting in a failure to acquire new skills or knowledge.
• Resistance to Change: Further compounds the issue by preventing the adoption of new ideas or practices. This creates a scenario where the individual’s knowledge and skills become outdated and irrelevant over time.

Passive Knowledge (Continual Learning + Lack of Engagement)

Passive Knowledge occurs when an individual is committed to learning but fails to actively engage with or apply this knowledge. This results in a situation where the individual has a wealth of information that is not being utilized effectively.

• Continual Learning: Provides a solid foundation of knowledge and keeps the individual theoretically well-informed.
• Lack of Engagement: Without active participation or application, the knowledge remains theoretical and unused. This can lead to a disconnect between what is known and what is practiced, limiting personal and professional growth.

This article first appeared on Auditor Training Online‘s Lead The Standard newsletter and is published here with permission.