Training

Training Solutions

Effective Mentoring ®: the difference

The best companies are those that take care of their employees. In today's competitive environment your company needs to reduce unwanted turnover costs and maximize employees productivity more than ever before. A strong mentoring program that helps you attract, develop and strategically retain your employees, can be the difference between a good talent management strategy and an excellent one: that may position you ahead of your competitors.

Regardless of what the needs of your organization are or the type of program that you want to implement, in order for it to be successful, it´s crucial that the Program Managers understand and master their roles in advising and guiding participants in the program, that the mentors are competent in communicating and facilitating the learning of their mentees and that they are adequately prepared to take advantage of the mentoring relationship to advance their skills and careers.

Adequate training of the actors (mentors, mentees and program managers) and the appropriate understanding of the rest of the stakeholders (managers of the above) is vital to ensure their alignment, involvement and support for the program.

Our consultants will provide you with the knowledge, processes and tools to design and deploy the best possible program as a key element of your business strategy.

Mentoring programs: customized

Every company focuses on developing unique goals and competencies. We support the needs, competencies and unique public objectives of your Organization with personalized mentoring solutions adapted to your specific objectives. This way you enhance the power of your employees to grow and achieve their goals and career development, thus supporting your organization to reach its full potential.

We provide the necessary training, appropriate to the different types of mentoring programs for the all participants -administrators, mentors and mentees-, so that everyone is able to get the most out of the program and contribute to its success.

Training with Effective Mentoring ® standards

Although the training programs for mentors and mentees that we develop in IMS are completely customized and tailored to the needs of each organization, there are a number of common characteristics that we respect when we design the training and that we consider key to ensure the implementation of an Effective Mentoring ® Program:

Experiential learning. The IMS skills development programs for mentors and mentees have been designed with an entirely experiential approach, which allows them to work from their experience and with their experience so they learn to use it, structure it and organize it in a useful and meaningful way in their work

Adult Learning. In all IMS programs we make sure that we follow the andragogical principles and foundations that facilitate adult learning and development. The self-directed learning aspect, the involvement of participants in the co-design and direct applicability of the worked concepts, are some of the aspects that we take care of in order to ensure the rational and emotional commitment of the participants in this process. The understanding and use of these principles subsequently promotes the mentors and mentees integration in the mentoring relationship.

Adaptation. We start with a diagnosis tool that helps us identify which are the mentoring key skills that you need to train, depending on the type of mentoring program that you want to implement and on the level of the abilities of the different actors.

Alignement. For an optimal flux between mentors and mentees, a complementarity programs design is necessary. IMS design “symmetrical” actions that facilitate effective meeting points between mentors and mentees and it ensure their alignment with the organization itself

Continuous Support. Working with behaviors requires a platform to help strengthen, support and integrate the trained skills and concepts. In this respect, the IMS training programs for mentors and mentees provide, at all times, the requested support for individuals and groups in order to help participants during the development of their new role

IMS offers mentoring programs and solutions designed and implemented based on rigorous standards of ethics, quality and innovation, which are based on our extensive expertise in Best Practices in order to ensure the effectiveness and sustainability of results.

We contribute to the creation of aligned mentoring cultures with the strategic and business objectives of the organizations in which we implement them.

IMS

The aim is to establish and develop an effective mentor-mentee relationship,
and thereby achieve the set goals for the process

In-company Programs

  • Who should attend:

    Individuals who want to effectively develop their role as a mentor, that involves those who understand that their role is not to transmit to their mentee their knowledge or experience (teaching) but guide, which means to facilitate learning, adapting to their objectives, style and learning pace.

  • Delivery program:

    in-company

  • Time

    variable, depending on hours of mentoring practice established

Executive Mentor Program

(Executive Mentor Program, EMP)

There are many organizations that demand highly qualified mentors in their ranks to facilitate the construction and implementation of effective mentoring cultures inside the organization, or to preserve its Experiential Capital, accompany people in the transition to future jobs, share best practices and/or transfer and improve organizational values (to name a few applications). In this context, IMS have developed the Executive Mentor Program.

This program will allow you:

Provide the tools, processes and appropriate methodology so that your mentors act with a high level of preparation and solvency

Provide an aligned and consistent framework in your organization to ensure the use of best mentoring initiatives

Provide a highly contrasted learning methodology for the development of mentoring.

Duration

Four onsite specific learning sessions (32 hours)

An individual feedback session 360 (EMP) throughout which prospective mentors acquire a map of their strengths and areas of development in their organization, receiving in the first session their results and designing an action plan going forward.

4 Follow up and Supervision private sessions (1 hour) during which the established action plan will be reviewed

20 hours of “on-the- job” practice and exercises

At least 30 hours of mentoring within an organization

  • Who should attend:

    Individuals who want to effectively develop their role as mentee, this means that they understand, train and, above all, implement a set of tools, skills and attitudes that enable them to fulfill their primary role in the mentoring process: directing the mentoring relationship from the first meeting with his mentor.

  • Delivery program:

    in-company

  • Time

    8 hours

Effective Mentee Training

(Effective Mentee Training, EMT)

The effectiveness of the relationship between mentors and mentees depends on the fact that both parties understand the key capabilities and behaviors needed for the training. In this sense, to train the mentors is as important as to facilitate the learning of their mentees in order for them to assume the responsibility for their self-managed learning process.

Throughout a mentoring program, the mentee, as the recipient and beneficiary of the program, is primarily responsible for his/her development, with the appropriate support, monitoring and guidance from his mentor. It is therefore essential to understand what their roles and responsibilities are; setting the framework of understanding, respect and necessary alignment so that their relationship with their mentor is effective.

Training your group of mentees through our Effective Mentoring Program allow you to:

Establish a context of openness and responsiveness necessary to facilitate the relationship between mentors and mentees

Understand the what, how and why of a mentoring relationship and its benefits

Achieve rational and emotional commitment to the process

Assume the necessary responsibility and involvement in order to guide their sessions

Set a common framework of understanding about the mentoring process

Provide the basic tools for planning and goal setting, allowing a better use of the sessions

Generate responsibility so that everyone takes ownership of guiding their own process in relation to the objectives set

Encourage proactivity and initiative to advance the agenda

Define the confidentiality terms under which the mentoring relationship process will be developed

  • Who should attend:

    HR employees that are responsible for launching and managing mentoring programs and who also want to understand the differences between a conventional and an Effective Mentoring ®, its alignment with the business goals of the organization and, therefore, its results measurement.

  • Delivery program:

    open / in -company

  • Time

    8-24 h
    as required

Mentoring Program Manager Training

(Mentoring Program Manager Training, MPMT)

In order to have a successful implementation of the mentoring process, it is critical that the promoters within your Organization are properly trained to understand, support and provide the proper support in the different phases and processes throughout the implementation.

Qualifying you as a Mentoring Program Administrator will enable you to:

Understand your responsibilities for leading- guiding, organizing, structuring and supporting- the process with which you´ll implement your Effective Mentoring ® Program

Acquire the tools, models and distinctions necessary to attend both collectively and individually the mentors and mentees in their mentoring relationship

Expand your systemic and comprehensive vision of how the process is bringing you value, and how to capitalize on its different phases

IMS

Train all protagonists of the mentoring program
is critical to ensure success

Open Programs

  • Who should attend:

    Individuals interested in adding value to their knowledge and/or expertise in a particular field in order to facilitate the development and learning of others, for example, consultants, coaches, trainers, etc.

  • Delivery program:

    open

  • Time

    variable, depending on hours of mentoring practice established

Qualified Professional Mentor Program

(Qualified Professional Mentor Program, QPMP)

In some countries mentoring is a profession in the early development phase , and it becomes more and more common that people with a wide experience and /or knowledge in a particular subject, want to share their knowledge with other people, following a methodology that allows them to be more structured, systematic and, above all, effective.

“Informal” mentoring is a universal activity that is present in most of the exchanges and learning relationships that we establish as human beings: from the master that tries to transfer knowledge about a particular subject to their students or the role that we play as educators when we are parents including also leaders or a guidance demonstrates with them collaborators, all of them, at some point, are by themselves relationships that we might call informal mentoring.

It is its universal and omnipresent role that makes it such an important and necessary human activity. To be more effective in this field is not a luxury or a fashion, but it serves a real need in a world where lifelong learning becomes the key driver to be able to adapt and develop in an environment of constant change.

Be more effective in the relationships in which we seek to facilitate the learning of someone is one of the IMS goals. You can benefit from a higher level of efficiency and accuracy if you have the tools, models and/or the appropriate distinctions in order to act in a more conscious and structured way in your role as a mentor and/or people developer.

Whether you're planning to increase your knowledge and/or expertise in a particular field or whether you already work as a consultant, coach, trainer or any other profession related to the world of consulting, HR and/or education, you can benefit from our opened programs so that you can become a Professional Mentor.

With the Professional Mentor program:

Effective and precise understanding of the role of a mentor (mainly in an organizational environment) and the key aspects that define a mentoring relationship

A good grasp of a highly precise and applicable methodology for implementing mentoring in your organization

You will learn how to highlight your know-how expertise and you will complement your consulting and/or coaching having as a benefit the integration of the powerful methodology of mentoring to increase your performance

Ability to clearly differentiate mentoring from other similar practices such as training, coaching, counselling or consulting. Similarities and differences of these practices and how to integrate them with each other when appropriate

You will know the different roles that a mentor can have and the different levels of intervention and learning where mentoring is applied

Experience in working with some of the main tools and distinctions associated with each of the levels of intervention and types of learning that mentors need to facilitate

You will train in the skills and core competencies that can develop a mentor (listening, ability to collect information, feedback...)

A thorough conceptual framework that will allow you to structure highly effective mentoring sessions with your mentees

Ability to establish an alliance with your mentees, agree on boundaries, and generate a robust and productive learning context

Hands-on practice of the various different intervention and communication styles available to mentors, and criteria to determine when to use each of them

Profound understanding of the learning processes followed by adults, and the ability to apply them and integrate them as a mentor

Duration

Four onsite specific learning sessions on mentoring (32 hours)

An individual 360º feedback session (EMP), through which the future mentors will acquire a map of their strengths and areas for development. Receiving the results during the first session and designing an action plan from the beginning

4 sessions (1 hour) of Monitoring and Supervision by a Mentor with the purpose of following up the established action plans

20 hours of “on-the- job” practice and exercises

At least 30 hours of mentoring

  • Who should attend:

    Senior Executives who have a busy agenda and find it hard to coincide as a team

  • Delivery program:

    open

  • Time

    variable, according to requirements

Top Executive Mentoring Program

Top Executive Mentoring Program (TEMP)

We are aware that many of the mentor selection process that are made in current mentoring programs are made at leadership levels in Management Committees. Also there is widespread reluctance of this group, which considers this training as not required.

IMS develop mentoring training programs for High Profiles, taking into account the uniqueness of their circumstances, such as limited availability of their agenda, the need of a very practical and operational training that can be immediately applied in their roles and a particular support and monitoring platform to enable them to receive personalized advice tailored to their needs.

Some features of this program are:

Personalized and adaptable to fit your availability, resulting in individual sessions of accompaniment with a specialized Senior Consultant

Individual or small group training (6-8 people)

Well-defined Activity Protocols that minimize the need of training in meeting room

Monitoring and Continuous support Platform

  • Who should attend:

    HR Directors or equivalent roles, who are looking to acquire the skills, knowledge and structure necessary to competently understand and experience the role of a mentor within their organization

  • Delivery program:

    open

  • Time

    variable, depending on hours of mentoring practice established

RRHH Mentor Program

(HR Mentor Program, HRMP)

When it comes to designing and launching an Effective Mentoring ® Program in an organization, future Mentoring Program Administrators increase their chances of success when they not only have a good understanding of the key roles and responsibilities of each stakeholder, but when they have also had the enriching opportunity of experiencing first-hand the roles of mentor and mentee.

With this program:

Effective and precise understanding of the role of a mentor (mainly in an organizational environment) and the key aspects that define a mentoring relationship

Opportunity to reflect on the cultural and systemic aspects to be considered when acting as an Internal Mentor

You will meet a highly precise methodology to use the mentoring internally in your organization

Ability to clearly differentiate mentoring from other similar practices such as training, coaching, counselling or consulting. Similarities and differences of these practices and how to integrate them with each other when appropriate

Knowledge of the different roles that a mentor can play, and the various levels of intervention and learning in which a mentoring relationship can operate

Experience in working with some of the main tools and distinctions associated with each of the levels of intervention and types of learning that mentors need to facilitate

Training on the key skills and competencies that a mentor can develop

A thorough conceptual framework that will allow you to structure highly effective mentoring sessions with your mentees

Ability to establish an alliance with your mentees, agree on boundaries, and generate a robust and productive learning context

Hands-on practice of the various different intervention and communication styles available to mentors, and criteria to determine when to use each of them

Profound understanding of the learning processes followed by adults, and the ability to apply them and integrate them as a mentor

Duration

24 hours of specific learning (structured in two plus one 8-hour sessions)

Two 1-hour individual Supervision sessions to follow up on established action plans

20 hours of “on-the- job” practice and exercises

At least 15 hours of mentoring practice within an organization

IMS

Qualifying you as a professional Mentor will allow you to value your knowledge and expertise,
which will distinguish you with a powerful competitive advantage

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