La evolución del mentoring

La optimización de los mecanismos de transferencia de conocimiento entre los miembros de las organizaciones es una necesidad, ya que constituye un elemento estratégico que asegura la transmisión de la experiencia acumulada y los valores y conductas que definen la cultura corporativa, es decir, los fundamentos de su historia y sus bases de evolución.

Además, el futuro a medio y largo plazo definen esta necesidad de metodología de transferencia efectiva del conocimiento, como uno de los elementos más relevantes de adaptación de dichas bases históricas al entorno, mercado y marco socioeconómico en los que operarán dichas organizaciones en ese nuevo espacio temporal.

Por todo ello, deben establecerse metodologías organizacionales que se centren en desarrollar un modelo de transferencia continua de conocimiento entre los distintos componentes de las organizaciones, con un alto grado de flexibilidad y capacidad de adaptación, uno modelo de transformación dinámica.

La clave, por tanto, es definir un método encargado de:

  • la identificación de los agentes que tienen el conocimiento actual y los que aportarán las claves de evolución y adaptación
  • la búsqueda y selección de la información relevante (histórica y evolutiva)
  • el mecanismo de transmisión efectiva de dicha información (teórica y práctica) y
  • la herramienta de verificación de los resultados esperados por la transferencia de dicho conocimiento, que compruebe y asegure que son observables en las personas que lo han recibido, tanto a nivel de experiencia acumulada como de valores y conductas alineadas con la cultura corporativa.

Dicho método, para que fuera idóneo para cualquier organización, debería basarse en criterios de optimización, mejora y reducción de recursos en términos temporales y económicos, es decir, basado en la aplicación y adaptación dinámicas. Para ello, se debe establecer un modelo de transmisión de conocimiento y valor, dirigido a la acción directa e implantado a medida que se transmite (o transmitido a medida que se implanta).

Todos los aspectos indicados anteriormente explican el modelo, método y proceso, por tanto, lo único que queda es definir la organización, recursos, secuencia de aplicación, claves puesta en marcha e indicadores de seguimiento del cumplimiento de objetivos de dicho modelo.

El mentoring, como herramienta, cumple con todos los parámetros descritos, ya que:

  • identifica mentores y mentees
  • selecciona la información que tiene y demanda cada uno de ellos respectivamente
  • incorpora conocimiento histórico y potencialmente relevante en el futuro
  • se basa en teoría y práctica aplicada a la función y perfil profesional del mentee
  • establece mecanismos de seguimiento de la implantación y aplicación de los conocimientos adquiridos por el mentee, además de
  • conformar una herramienta de evolución continua en el ámbito corporativo.

Desde hace muchos años, esta metodología ha cumplido una labor de transmisión del conocimiento histórico de evidente éxito, sólo tenemos que pensar en los métodos de transmisión del “know how” de las empresas (de “padres a hijos”), para pensar automáticamente en un proceso de mentoring tradicional más o menos formal.

Actualmente, dadas las características cambiantes (y en muchos casos inesperadas) del entorno, la evolución continua de la tecnología, la ingente cantidad de información que diariamente se genera y los nuevos escenarios futuros previsibles de la demanda, el conocimiento histórico continua siendo muy importante, pero las nuevas tecnologías son uno de los factores de cambio críticos para profesionales y organizaciones, ya que, su rápida evolución en el tiempo, ha supuesto la generación de un escenario profesional joven con mayor desarrollo en estas tecnologías que sus antecesores, lo cual ha favorecido la aparición de iniciativas de mentoring inverso (de “hijos a padres”), como modelo de transferencia de ese nuevo conocimiento.

Estas dos posibilidades comparten metodología, el proceso de transferencia no varía dependiendo de la persona que lo transmite, por tanto, podemos ser capaces de integrar los distintos recursos bajo un mismo método, es el sentido del Mentoring Moderno, una metodología basada en crear un mecanismo de transmisión de conocimiento en red, compuesta por todos los agentes que puedan aportar conocimiento específico de valor corporativo, histórico y/o evolutivo, con un carácter dinámico que le permite generar nuevas alternativas a medida que se desarrolla, por tanto, es abierto, global y adaptativo, es decir, es el canal de evolución corporativa del futuro.

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