{"id":1004791738,"date":"2026-03-19T00:56:02","date_gmt":"2026-03-19T08:56:02","guid":{"rendered":"https:\/\/www.commercialsearch.com\/news\/?p=1004791738"},"modified":"2026-03-20T02:47:34","modified_gmt":"2026-03-20T10:47:34","slug":"why-the-future-of-cre-should-include-reverse-mentoring","status":"publish","type":"post","link":"https:\/\/www.commercialsearch.com\/news\/why-the-future-of-cre-should-include-reverse-mentoring\/","title":{"rendered":"Why the Future of CRE Should Include Reverse Mentoring"},"content":{"rendered":"\n

Commercial real estate investment and service companies have historically done business under a top-down operations model, often for good reason. In a highly regulated, procedure-driven business, those with the most experience and familiarity with the industry are often best-equipped to both steer the strategy ship and counsel the next generation.<\/p>\n\n\n\n

But what if mentorship were a two-way street, where younger, Millennial and Gen Z employees<\/a> could also advise upper management? These cohorts, known for their savviness with tech and social media in addition to their diverse upbringings, have a great deal to teach senior leadership.<\/p>\n\n\n\n

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READ ALSO:<\/strong> Reshaping Real Estate One AI Agent at a Time<\/a><\/p>\n\n\n\n

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Firms of all shapes and sizes have embraced \u201creverse mentoring,\u201d adopting a series of both formal and informal programs where younger employees are given the ability to directly advise their higher-ranked counterparts about everything from marketing to human resources and IT infrastructure.<\/p>\n\n\n\n

Industry executives we spoke to about their specific programs and approaches to reverse mentoring reported higher employee retention rates, more sophisticated tech stacks and even company-wide culture shifts and revenue increases as a result. At the same time, it\u2019s important to understand the limitations of what reverse mentoring programs can achieve.<\/p>\n\n\n\n

A leap into the unknown<\/h2>\n\n\n\n

For many companies hopping on the trend of reverse mentoring, their programs often start not by spending thousands of dollars to hire third-party intermediaries, but by a simple desire to innovate internally.<\/p>\n\n\n

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\"A\n\t\t\t\n\t\t\t\t\n\t\t\t<\/svg>\n\t\t<\/button>
Sarah Cannella, managing director & head of strategy and development at Hiffman National. Hiffman makes use of four separate committees\u2014staffed by junior-level employees\u2014tasked with improving specific operational elements.
Image courtesy of Hiffman National<\/em><\/figcaption><\/figure><\/div>\n\n\n

\u201cAs we scale, we recognize that the traditional top-down leadership model that may have existed at a company like ours or our competitors may not work if we want to innovate and make lives easier for ourselves and our clients,\u201d said Sarah Cannella, managing director & head of strategy and development at Hiffman National, a service company that manages more than 130 million square feet of CRE space. \u201cWe recognize that the best ideas don\u2019t always sit at the top,\u201d Cannella told Commercial Property Executive<\/em>.<\/p>\n\n\n\n

To best meet this vision, Hiffman adopted an internal committee system, with four separate branches centered around technology, talent advancement and company strategy, as well as culture and diversity. Each group is staffed and led by younger, newer employees who report directly to senior leadership and are tasked with reporting on and tackling problems.<\/p>\n\n\n\n

Puzzles that the committee gets tasked with solving range from talent retention strategies to social media marketing. \u201cIt\u2019s great for us to get help and make this company better, but it\u2019s also for people in these younger generations who not only want to make a living, but make an impact,\u201d Cannella detailed.<\/p>\n\n\n\n

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READ ALSO:<\/strong> CPE\u2019s Rising Stars Are Leading the Way<\/a><\/p>\n\n\n\n

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RREAF Holdings, a Dallas-based multifamily and hospitality investment firm, also has a similar, less formal, albeit equally organized reverse mentoring program. The company\u2019s strategy takes root in the aviation industry\u2019s concept of crew resource management, which accounts for leadership\u2019s capacity for human error and its oftentimes fatal consequences.<\/p>\n\n\n

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\"Jeff\n\t\t\t\n\t\t\t\t\n\t\t\t<\/svg>\n\t\t<\/button>
Jeff Holzmann, COO of RREAF Holdings. By borrowing from the aviation industry’s concept of crew resource management, the company empowers younger employees to voice their opinions in meetings where executives are present.
Image courtesy of RREAF Holdings<\/em><\/figcaption><\/figure><\/div>\n\n\n

\u201cIt\u2019s not a life-and-death situation for us, but we borrow from that intellectual body work,\u201d said Jeff Holzmann, the company\u2019s COO. An airline pilot himself, Holzmann recognizes the importance of empowering younger employees who may possess fresher, more diverse viewpoints to speak up. \u201cWe\u2019ve seen situations where the first officer knew that the plane would crash, and wouldn\u2019t dare say anything because the captain was the captain.\u201d<\/p>\n\n\n\n

To avoid these more metaphorical crashes, RREAF makes it a point to empower its younger team members to talk at formal debriefing meetings following every transaction, aptly called \u2018no jeopardy events.\u2019 <\/p>\n\n\n\n

\u201cThis is very unusual, but you will have situations where somebody in their mid-20s is speaking up against their boss or their boss\u2019 boss, saying they don\u2019t think it was handled correctly,\u201d Holzmann observed. \u201cWithout a program like this, would an asset manager, or your most junior analyst dare say to your CEO, (that) I think you\u2019re wrong to sell a property at that price?\u201d<\/p>\n\n\n\n

Tech titans<\/h2>\n\n\n\n

Impactful, these programs certainly are. Hiffman\u2019s tech committee, led by a mid-level employee, first put forward the idea to use Microsoft Teams for company functions instead of a remote server, and advises leadership on the most optimal uses of social media in marketing and company communications<\/a>. \u201cThey\u2019re not just telling us how to repost, share or use a hashtag, but how we can be more efficient with tech and make better business decisions with tools we didn\u2019t know we had,\u201d Cannella noted.<\/p>\n\n\n\n

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READ ALSO:<\/strong> Top 2026 Podcasts for CRE Professionals<\/a><\/p>\n\n\n\n

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Holzmann has observed a similar trend regarding the tech savviness of younger employees and its real-time impact on his company\u2019s functioning. Holzmann told CPE <\/em>that he\u2019s often been directly introduced to project management software such as Basecamp or even the Google suite by a younger generation who had used them in college. \u201cTen years ago, this would have been science fiction, but it\u2019s always going to revolve around tech that the older, more senior crowd isn\u2019t used to using,\u201d Holzmann said.<\/p>\n\n\n\n

For its marketing strategies, RREAF teams staffed by employees in their 20s and 30s will often pitch their strategies directly to senior leadership, who then authorize budgets. This happens in part because the senior group is more exposed to the most popular communication channels, as well as the best avenues for reaching employees and prospective renters alike.<\/p>\n\n\n\n

\u201cIt\u2019s a younger generation that works for you, (but) it\u2019s also a younger one that you are approaching,\u201d Holzmann pointed out. \u201cYou\u2019re not going to get our CEO, who\u2019s in his mid-60s, to start following influencers on TikTok<\/a>. You have to use the tools that they use.\u201d<\/p>\n\n\n\n

Cultural shifts<\/h2>\n\n\n\n

Despite the benefits that using the latest and greatest technologies provide, the more meaningful impacts of reverse mentoring often manifest in long-lasting changes to company culture. With a more diverse array of viewpoints and upbringings than previous generations, the younger cohort<\/a> of employees can often directly shape professional growth from the C-suite.<\/p>\n\n\n

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Nashunda Williams, JLL\u2019s head of culture & employee experience. JLL’s reverse mentoring program is more personalized, pairing junior-level employees up with specific mentors based on their career goals and areas of expertise. Image courtesy of JLL<\/em><\/figcaption><\/figure><\/div>\n\n\n

\u201cIt\u2019s often about the spoken and intangible things, like learning about a different perspective or way of thinking about something,\u201d said Nashunda Williams, JLL\u2019s head of culture & employee experience. JLL\u2019s approach to reverse mentoring is part of its GenAll Business Resource Group, an application-based program that pairs younger employees specifically with older mentors using metrics based on both their goals and business specialties.<\/p>\n\n\n\n

\u201cWhat makes this program unique is the intentionality,\u201d Williams detailed. \u201cThe prot\u00e9g\u00e9 sets the cadence, which sparks that two-way dialogue of deeper engagement.\u201d<\/p>\n\n\n\n

But cultural shifts can also be material. Hiffman\u2019s reverse mentoring system has effected significant changes to its employee benefits and training, with expansions of its insurance coverage, parental leave and business referral programs originating from its talent advancement and company strategy committee.<\/p>\n\n\n\n

The company expanded its paid time off offerings, giving employees a day to contribute to a philanthropic organization of their choice. \u201cWe know that Millennials and Gen Z want to make a living, but also make an impact,\u201d Cannella said. \u201cHaving these things also make us more competitive in the market.”<\/p>\n\n\n\n

Intentionality above all<\/h2>\n\n\n\n

Despite their vastly different approaches to reverse mentoring, the one aspect that the programs at Hiffman, RREAF and JLL have in common is their intentionality; the opposite of what Holzmann calls \u201cdesign by committee.\u201d<\/p>\n\n\n\n

The biggest trap in this area, though, that a CRE company of any size or specialty can fall into is implementing a reverse mentoring program solely for the sake of having one. Such carelessness could even backfire on a company. <\/p>\n\n\n\n

\u201cAs the COO of a multibillion-dollar company, I need to balance this,\u201d Holzmann emphasized. \u201cI can\u2019t just say, \u2018everybody, let\u2019s stop whatever we\u2019re doing, just tell us what you think,\u2018 because you will eventually get a bunch of people with very little understanding giving you their thoughts,\u201d Holzmann cautioned.<\/p>\n\n\n\n

To avoid these pitfalls, Holzmann, Canella and Williams counsel companies to build their programs from the ground up. \u201cHire a professional, some kind of facilitator who is well versed in all of the bodies of work that exist, and get your teams physically together, not over Zoom, to instill this knowledge in them,\u201d Holzmann said.<\/p>\n\n\n\n

It also helps to periodically update implemented programs to account for real-time shifts in company culture. \u201cIt\u2019s not only about having that formal process, but having that open door,\u201d Cannella said.<\/p>\n","protected":false},"excerpt":{"rendered":"

In multigenerational workplaces, two-way learning benefits everyone.<\/p>\n","protected":false},"author":3012,"featured_media":1004791880,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[21808,21783,21742,21744,21785,51037],"tags":[51974,32796,36480],"class_list":["post-1004791738","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured","category-investment","category-latest","category-people","category-property-management","category-trends","tag-hiffman-national","tag-jll","tag-rreaf-holdings"],"acf":[],"yoast_head":"\nWhy the Future of CRE Should Include Reverse Mentoring - Commercial Property Executive<\/title>\n<meta name=\"description\" content=\"A growing number of CRE firms benefit from two-way learning and mentoring programs, as opposed to an exclusively top-down approach.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.commercialsearch.com\/news\/why-the-future-of-cre-should-include-reverse-mentoring\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why the Future of CRE Should Include Reverse Mentoring\" \/>\n<meta property=\"og:description\" content=\"A growing number of CRE firms benefit from two-way learning and mentoring programs, as opposed to an exclusively top-down approach.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.commercialsearch.com\/news\/why-the-future-of-cre-should-include-reverse-mentoring\/\" \/>\n<meta property=\"og:site_name\" content=\"Commercial Property Executive\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/CPExecutive\" \/>\n<meta property=\"article:published_time\" content=\"2026-03-19T08:56:02+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-20T10:47:34+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.commercialsearch.com\/news\/wp-content\/uploads\/sites\/46\/2026\/03\/ReverseMentoringSources.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"620\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Gabriel Frank\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@cpexecutive\" \/>\n<meta name=\"twitter:site\" content=\"@cpexecutive\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.commercialsearch.com\/news\/why-the-future-of-cre-should-include-reverse-mentoring\/\",\"url\":\"https:\/\/www.commercialsearch.com\/news\/why-the-future-of-cre-should-include-reverse-mentoring\/\",\"name\":\"Why the Future of CRE Should Include Reverse Mentoring - 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