HR and Training Awards 2017

6 CORPORATE VISION / 2017 HR & Training Awards , year, we have designed our own talent development methodology, under the brand Talent Mentors, which we are currently testing in an experimental program to later certify and turn it into a totally pioneering training program.” Staff’s approach to a new project is an integral part of success in any venture and industry. Maria explains what steps the mentoring school take to ensure that the outcome of a new project or training programme is an overall success for both the school and the client. Getting to know the person or organization that they are working with is crucial, as Maria points out. “For us, the fundamental thing is to get to know the person or organization which we are going to work with. The team must know what they want to achieve, how their culture is, how they work, how talent development works and design a program tailored to their needs and characteristics. We use anthropological research techniques to carry out this previous work which for us is key in the design of any proposal. We design customized and flexible programs, and we accompany a very personalized way to each organization to be able to adapt at all times to the changes that arise, incidents, demands or needs. For us, the client is a partner, and we work in cooperation, collaboration and co-creation with them. “Moreover, we use dynamic techniques and community action to achieve the active involvement of all parties, the continuous flow of knowledge and the creation of synergies. In this way, we manage the intangibles of organizations (illusion, hope, enthusiasm, commitment) that multiply the effects, impacts and results of any intervention.” “Lastly, another integral factor of our process when approaching a new project, we also carry out rigorous evaluation processes of all our programs, formations, processes, etc., to know their impact both quantitatively and qualitatively, to detect good practices and areas for improvement, which allows us to continue improving our services day by day.” When working in such a sensitive and people-oriented market, Maria must ensure that she hires the best personnel for the job, those who work to place the client first, and deliver the best service, whilst adhering to the values of the school. She explains what process she uses to attract the best talent in the industry, with reference to how this structure benefits the school. Maria is keen to highlight that in this line of business, it is about attracting the people who best fir the philosophy of clients and the school, rather than just the best talent. “Significantly, the Mentoring School attracts, selects and directs by values. The values that are present in the practice of mentoring (coherence, responsibility, generosity, trust, example, authenticity, consideration, respect and appreciation) are what we ask the people and entities that make up our team, our community and our network. We do not have trainers, consultants, mentors or collaborators who are not a daily and continuous example of these values. The Mentoring School only works with optimal behavior models. In addition, we only have people who are very rigorous professionals, in continuous learning, who contribute differentiation and innovation, and who accredit results proven and contrasted to a high level. The Mentoring School works with people and for people, and we believe that both our team and our network are instruments in the service of these people. That is why we have to have excellent qualities and behaviors in all areas, only this way we can guarantee to be the best instrument for people. With this philosophy of work, the key question is not to attract the best talent, but to attract people who fit our philosophy. When an organization is managed by values a natural attraction occurs. Those who are aligned with our values want to work with us, and we with them, who are not, are automatically rejected and excluded in a natural way. Looking toward the future, there seems to be a real culture of positivity running through the company, and Maria signs off by detailing Escuela De Mentoring’s aspirations for the upcoming years. “Moving forward, the school will continue the international expansion of the School by increasing our presence in other Spanish-speaking countries, developing in them our International Certification in Mentoring. The team and myself aim to certify under our methodology 40 mentors per year. Additionally, the team wants to grow our Network of Accredited Mentors who are the ambassadors of our mentoring model and methodology. “Finally, in 2019, Escuela De Mentoring is looking to launch the new certification of Talent Mentors, and contribute to the dissemination of the benefits of mentoring in all areas through our participation in organizing conferences, content development, implementation of programs, conferences, training and dissemination in general, creating a culture of mentoring in society. Lastly, the team will continue to develop our e-mentoring platform project; Mentoring Lab”.