International Mentoring School
From IMS we offer, thanks to our own methodology validated with our clients in the last 10 years, consulting and training solutions tailored to the needs of each organization.
Mentoring: a powerful tool
More and more organizations realize that effective talent management -acquisition, development and retention- is one of their main competitive advantages.
Mentoring has proven to be more than a cost-effective alternative to training, as it drives knowledge and experience sharing, leadership deployment and empowerment, skills development and employee engagement.
In addition, organizations that offer a mentoring program are a powerful force in attracting external talent, as well as retaining and retaining their most valuable employees.
The 6 core attributes of IMS
IMS offers the total solution to an organization’s mentoring needs. The most complete range of mentoring resources, including workshops to plan or review the effectiveness of initiatives, programs to train mentors and mentees in the skills they need, support during implementation and exclusive, unique and adaptable services that distinguish us as the benchmark provider of mentoring solutions.
Effective Mentoring is the result of IMS’ extensive experience in the design and implementation of mentoring programs, based on the modeling of their critical factors. This enables us to guide and accompany our partners through each step of the complete mentoring process.
We have identified, selected and enriched those practices that guarantee the achievement of results. Read more…
Just as no two people are alike, no two organizations have the same needs. The particular idiosyncrasies of each company require different approaches to effectively implement a mentoring program.
IMS’ experience enables us to co-design the program that best suits the needs of the organization, regardless of its size, sector of activity, number of participants, geographic distribution (multinational organizations) or type of target.
IMS has specialized to offer the total solution to an organization’s mentoring needs, enabling the best results in each of its interventions and a high return on investment.
IMS consultants and facilitators are trained and experienced to guide the organization through the four phases (“4 Es”) that constitute the Effective Mentoring process.
IMS continually pursues excellence in the development of skills-oriented learning facilitation, competency training and mentoring models.
IMS demonstrates its continuous commitment to research, development and updating of its programs, incorporating methodologies, tools and practices that are highly contrasted at an international level.
IMS understands that some multinational organizations wish to deploy the same people development models in the different geographical areas in which they operate and, in addition, adapted and implemented respecting the idiosyncrasies of each country.
How can a mentoring program benefit an organization?
The current environment in which organizations move is characterized by increasing dynamics of speed, competitiveness and exigency.
Mentoring has proven to be an excellent tool to increase the ability of people in the organization to respond, anticipate and innovate. This increase is achieved through the transmission and development of their experiential capital, understood as an enormous reserve -generally underutilized- of knowledge, experience and information.
Differential aspects of our mentoring programs
Unlike other programs in the market, IMS solutions and programs provide an accurate, effective and cost-efficient way to develop organizational talent, as well as to complement and reinforce any other human capital development and management strategy.
Some of the additional benefits of our programs include the following:
They allow a more strategic organizational management aligned with business objectives
They facilitate the improvement of the organizational climate, by encouraging the best in people: the willingness to help each other, reinforcing and renewing the sense of belonging.
They constitute a powerful “magnet” to attract and retain talented people who attach importance to continuous development.
They allow the organization to develop from within, involving people in a culture of continuous drive and minimizing future external costs associated with training.
Are designed to facilitate real knowledge management by establishing a culture in which experiential capital is preserved and renewed.
They are a means of transmitting the vision, values and best practices of the organization, favoring internal alignment.
In organizations that have decided to apply them, undesired turnover has decreased, and intergenerational knowledge transfer has been significantly promoted.
They seek to accelerate integration and synergy, constituting a powerful component in the construction of “learning organizations”.
Pursue as one of their main objectives to connect knowledge between the different levels of the organization, favoring a more global and systemic vision in each of its layers.
Applications of mentoring programs
Mentoring programs promote professional and personal development in addition to stimulating cohesion and involvement, which generates more and better results. They allow you to create a permanent development structure, aligned with the strategic growth needs of your organization.
When we refer to the personal development of the participants (mentor and mentee) we are alluding to the export of their learning to the rest of their personal spheres (family, friends, etc.).
Leadership and other skills development
It has been found that participants in mentoring processes, in addition to developing the specific competencies selected, frequently develop, among others, their leadership, communication, strategic vision, teamwork, responsibility, commitment and self-awareness skills. All of these are essential skills that add decisive value to the employee and to the organization.
Welcoming new employees
Having a mentoring program for this purpose and with the appropriate structure allows:
Attract more skilled and motivated applicants to the organization by providing them with an opportunity for development beyond the content of their job.
On the other hand, it makes it easier for newcomers to integrate and get involved more quickly, which means more efficient induction processes.
As a consequence, it significantly shortens the time it takes for someone to become fully productive in their new role.
Developing High Potentials and Top Talent
The growth of your organization requires you to have a smooth and sustainable supply of new executives, managers and middle managers.
A mentoring program specifically designed according to the needs identified and aimed at the group of employees with the highest potential is an indispensable tool in strategic talent planning and succession programs.
A successful organization requires people who are committed and aligned not only with practices, but also with organizational values. Research shows that the organizations - regardless of their sector of occupation - that generate the highest level of trust are those in which the behaviors of their teams are a vivid reflection of the values they represent.
In this field, mentoring proves to be a highly effective tool for achieving the necessary alignment around organizational values, while at the same time enabling them to be strengthened and transmitted between all layers of the organization.
True knowledge management implies creating structures that facilitate the communication and transfer of knowledge between the different levels of the organization. Mentoring contributes creating such a multilevel connection structure not only from top to bottom, but also from the top to the bottom:
Laterally, through Peer Mentoring.
Bottom-up, through Reverse Mentoring, which allows a more senior person to be mentored by a younger person, but with greater knowledge and/or experience in a given area -such as New Technologies-.
Probably one of the most significant contributions of mentoring is the development of minorities in certain types of organizations. One example is the presence of women in management positions, but also the support of other types of inclusion and diversity policies.
Increasing diversity has undoubtedly positive consequences, such as boosting creativity, innovation or the renewal of knowledge.
Preserving collective experiential capital
Whether for voluntary reasons or due to retirement, every time a person leaves an organization there is a loss of their experiential capital. If the organization operates in the so-called Knowledge Society, this loss is even greater.
Knowledge and experience are two of the main attributes that constitute the value of any organization. When people leave, the organization loses this "asset", i.e., it is worthless or loses capacity.
Increased productivity and performance
In a mentoring process, the mentee develops the skills and knowledge he has selected just in the period when he needs them. The mentoring relationship is obviously developed on the job; so he has the opportunity to immediately apply what he has learned through the actions he will have designed and planned as a consequence of his learning, discoveries and reflections.
Transfer of best practices
Mentoring enables the transfer of those practices that determine success. In an ever-changing world, more than at any other time, what sets an organization apart from the rest is its ability to identify, model and transfer the knowledge, experiences and practices that make it unique and different from others.
If you would like to know exactly how your organization can benefit
from an Effective Mentoring program,
contact an IMS consultant.