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Enterprise MENTORTM




 Steve’s Challenges!
 • Employee Engagement                       “Steve’s a manager… He does a good job,
 • Employee Motivation                        but he knows he can do more to engage
 • Employee Morale
 • Employee Retention
                                           his team and achieve greater revenue/profit
 Steve’s Goals!                               growth for his company. Read how Steve
 • More Repeat Customers
                                                 does this by becoming a mentor to his
 • More Referral Customers
 • More Revenue/Profit                          team helped by Enterprise MENTORTM”


  S
           teve is the Area Manager        Steve has heard about the benefits
           for a large retail company   of mentoring, and knows that some
           and looks after 10 stores.   of his senior directors have had their
           Steve has recently noticed   own external mentor, which has
a drop in employee engagement,          been a great thing for them.
motivation and morale in his re-           However, bringing in an external
gion, and is suffering from higher      person to mentor Steve’s teams is
than average levels of staff turn-      prohibitively expensive.
over, ultimately loosing some of his       Looking for something different,
key staff.                              Steve discovers Enterprise MentorTM,
   He is under pressure to deliver      a set of tools and strategies which
results, and knows he needs to do       provides him with the content, de-       Enterprise MENTORTM gives line-managers the
more to drive up revenue and prof-      livery method and framework for          content, delivery tools and structure to success-
its.                                    him to personally mentor his teams,      fully mentor their teams.
   He knows that he needs to take       and get the best out of his people.
                                                                                 barks on a journey to mentor the
action and wants to make a positive        Steve purchases a 31 person li-       Managers, plus two Assistant Man-
change in his region.                   cence of Enterprise MentorTM and em-     agers at each of his 10 different

                                                         1                                   www.EnterpriseMentor.com
Traditional




                                                                                                                                         Enterprise Mentoring
stores. His licence covers the 30            and Assistant Manager listens to the                                        CEO
                                                                                                Mentoring
mentees plus himself.                        digital mentoring sessions on their
           MP3 mentoring                     MP3 players. Some listen to the ses-                                          Board
     sessions get things started             sions on the way to work, some at
   Steve arranges for the 30 Manag-          work, and some even listen at home
ers and Assistant Managers to each           with their feet up on the sofa! Be-
receive a low-cost MP3 player pre-           cause the sessions are short, men-
loaded with Enterprise MentorTM.             tees can re-listen to the sessions as
   On the MP3 players are 20 short           many times as they like.
audio mentoring sessions, each                      Ideas galore in the 218
around 15 minutes long. The first                        page workbook
five sessions focus on customers, the           Once the mentees have become
                                                                                              Traditional mentoring using an outside mentor
next five sessions focus on teams,           familiar with the particular digital             is very expensive and normally only happens at
and the final ten sessions focus on          MP3 mentoring lesson they are                    CEO/Board level—however, using Enterprise
the individual being mentored. In            scheduled to listen to, they move on             MENTORTM you can now bring mentoring to
Enterprise MentorTM these are known          to the workbook and are able to ab-              your front-line employees and use your own
                                             sorb the learning in a different for-            line-managers as mentors
as THEY BELIEVE (the customer),
WE BELIEVE (the team) and I BE-              mat – this time the written word.
LIEVE (the leader).                          They also complete the various ex-               grow and improve the stores in his
                                             ercises in the workbook, the most                region. Not all ideas are good, many
   At the heart of the mentoring ses-                                                         are duplicates, but there are some
                                             important being ‘What would you do
sions is the goal to get employees                                                            real gems in there which are worth
                                             if you were CEO for a day?‘
and managers to think more like                                                               many tens, if not hundreds of thou-
business owners or CEOs, and to                 In Session 1, which looks at the
                                             need to be relevant to your cus-                 sands (or more) to Steve in terms of
get this commercial way of thinking                                                           new revenues, cost-savings and
instilled deep into the front-line, so       tomer, the mentees are asked to
                                             suggest five ideas that they would               new ways to motivate and engage
that customers feel that the level of                                                         with his staff.
service they receive is the same as if       implement if they were CEO for a
                                             day that would make their com-                         The critical face-to-face
they were served by the CEO or
                                             pany more relevant to their custom-                   group mentoring sessions
business owner themselves.
                                             ers.                                                Following the first week of MP3
   Steve initially meets with the                                                             mentoring sessions, Steve visits
Store Manager and Assistant Man-                Since 30 mentees completed this
                                                                                              each store individually and gets the
agers from each of his 10 stores and         exercise and provided five ideas
                                                                                              Manager and Assistant Managers
explains why they have been cho-             each, Steve now has 150 new busi-
                                                                                              together (in a group of 3) to re-
sen to become mentees.                       ness growth and cost saving ideas
                                                                                              examine all that the mentees have
                                             which can help him ensure his 10
   He agrees a schedule, where his                                                            learnt from the digital mentoring
                                             stores are 100% relevant to his cus-
mentees listen to two sessions of                                                             sessions. He’s able to bring the
                                             tomers.
Enterprise MentorTM a week, and                                                               learning from the sessions back to
have one face-to-face group session             During the 20 sessions of the pro-            the retail stores, and find new ways
with him per week.                           gramme, the mentees give Steve a                 to contextualize the learning for his
                                             total of 3,000 new ideas to help                 own team.
   Individually, each Store Manager




       20+ MP3/Flash                                  Practical                                     Your Line-Managers Become
      Mentoring Sessions               +          Workbook Exercises                       +        Mentors to Your Employees

            Enterprise MENTORTM brings together digital MP3/workbook mentoring (which your employees and managers work
          through at a time to suit them) with group face-to-face mentoring sessions with their line-managers and fellow mentees.
                                                                  2                                     www.EnterpriseMentor.com
gaged, motivated and full of confi-
                                                                                                dence. It is clear they think much
                                                                                                more commercially and speak a
                                                                                                new language of business, putting
                                                                                                their customers at the centre of eve-
                                                                                                rything they do.
                                                                                                   From his regular visits to the
                                                                                                stores, Steve has also noticed that
                                                                                                even though the front-line employ-
                                                                                                ees haven’t directly been through
                                                                                                the mentoring programme them-
                                                                                                selves (yet), they have started pick-
                                                                                                ing up new things from the Manag-
                                                                                                ers and Assistant Managers. It is as
                                                                                                if the new language and passion of
                                                                                                the managers has filtered through
                                                                                                directly to the front-line employees.
                                                                                                           Why this type of
A critical element for creating change in behaviour comes from the group face-to-face mentor-
                                                                                                           mentoring works
ing sessions. These take place at regular intervals after mentees have listened to one or two
digital mentoring sessions. During the whole programme, there may be as many as 10 face-           Steve’s own line-manager is im-
to-face mentor sessions.                                                                        pressed too, and mentions that he
                                                                                                has seen mentoring programmes
   When the mentees get together,              quickly re-listen to the whole men-              implemented before, but never
they start to bounce new ideas                 toring programme in summary for-                 with the transformational results
around with each other, adding in              mat, rather than having to go                    Steve has achieved.
suggestions that they hadn’t                   through each entire 15-minute ses-
thought of individually. Soon the              sion (although many mentees                         Steve explains that this is because
synergy of the group kicks in, and             choose to re-listen to the full men-             he has been able to leverage the
they are able to achieve more col-             toring sessions many times as well,              tools and structure of Enterprise
lectively than they ever could indi-           learning more each time they lis-                MentorTM — and because the men-
vidually.                                      ten).                                            tees have had two types of mentor-
                                                                                                ing (digital MP3 mentoring sessions
   For Steve, this is a tremendously              Also included on the MP3 play-                and face-to-face mentoring).
effective way to spend his time and            ers are 10+ hours of extra bonus
mentor 30 people in different loca-            materials including interviews and                  Steve has discovered from his
tions. It also gives Steve the oppor-          mentor sessions with famous CEO                  own research that mentoring pro-
tunity to see who shines in his                and business owners. These bonus                 grammes which are not supported
group, where the strengths and                 sessions allow mentees to hear first             by supplementary content and
weaknesses of his team are, and                hand from some of the most suc-                  structure seldom succeed, and men-
who needs more of his time and                 cessful business people in industry,             toring programmes which rely
attention to bring up to speed.                and hear exactly how they think,                 solely on self-study by the mentee,
                                               act and make decisions, and what                 but do not have a face-to-face ele-
   For the mentees, they recognise                                                              ment struggle too.
the investment the company is                  makes them achieve extraordinary
making in them and quickly start to            results as business leaders.                        But Steve knows only too well,
change their behaviour based on                   Final presentations—the glue                  that when you put the two together
their learning from the digital MP3                which brings it all together                 (i.e. the content and structure of
mentoring sessions, and the guid-                 Once the mentees have com-                    Enterprise MentorTM with face-to-
ance and feedback they receive                 pleted all the mentor sessions, they             face mentoring), then real magic
from Steve. They also get to keep              individually present their ideas                 starts to happen, and the results
the MP3 players, so they can re-               back to Steve and his own senior                 which are achieved in terms of peo-
listen to the digital mentoring ses-           line-manager.                                    ple and profit growth are extraordi-
sions any time.                                                                                 nary.
                                                  This act of mentees presenting all
     20 summary sessions recap                                                                       Mentees Become Mentors -
                                               they’ve learnt means that they have                     Rolling mentoring out to
    the course in about an hour                to fully understand their subject to                   your front-line employees
   Pre-loaded on the MP3 players               be able to explain it to others.
                                                                                                   Although the Store Managers
are 20 summary sessions which run                 Steve notices a dramatic change               and Assistant Managers are already
for around 3-minutes each. This                in the mentees, who are now en-                  benefiting from the mentoring ses-
means the mentees can very

                                                                   3                                     www.EnterpriseMentor.com
more owner-     responsibility of following through
      1. MP3/Flash Mentoring Sessions                     2.Workbook
                                                                              ship and re-    with new ideas. He does this for six
                                                                              sponsibility    months, and then hands over the
                   3. Face-to-Face Mentoring Sessions                         for their       reigns to another manager who
                                                                              work, and       comes up with new ideas to get the
                 4. Sum mary
                                                      6. Protege              feel part of    most from the mentoring pro-
                                  5. Presentat ion    Becomes
                   Sessio ns
                                                       Mento r
                                                                              the business,   gramme.
                                                                              constantly         Every six months a new person
                               7. Follow-Through                              looking for     takes responsibility for keeping the
                                                                              new ways to     learning from the mentoring pro-
Enterprise MENTORTM uses a seven-step multi-learning approach which
                                                                              thrill, wow     gramme alive in the company, and
combines face-to-face learning with digital MP3/Worlbook based learning.      and dazzle      coming up with new creative ideas
This proven combination allows employees to initially learn at a time which   their cus-      to drive the company forward
suits them, and then expand their knowledge in group mentoring sessions.      tomers.         through mentoring.
                                                                Happy repeat &                         Who is your Steve?
sions (both digital and face-to-                              referral customers!                In your company, you may have
face), and the stores are already                       From a customer’s perspective,        many Steves. Steve may be a re-
seeing higher levels of employee                     Steve notices that the revenues in       gional manager, a divisional direc-
engagement, motivation and even                      his region are up, he sees his aver-     tor, a department
revenues (they are up nearly 20%),                   age order value up, and he cer-          manager – or
Steve wants to make sure that every                  tainly sees more repeat customers        perhaps a man-
employee in his region gets the op-                  coming into his stores. Interest-        ager who leads a
portunity to be mentored, so that                    ingly, he starts getting letters from    team of five or
ALL employees feel more involved                     customers saying the service they        more people who
in the business and understand the                   received at the store is exceptional,    are all located in
company and industry at a deeper                     and that they have already told          the same office.
level.                                               their friends to shop at his stores.        Your Steves may have had ex-
   He doesn’t just want employees                       Once word gets out about the          tensive leadership training, and
to feel that they have a job, he                     good work Steve has done, other          even be exceptional man-managers
wants them to feel connected and                     regions want to bring mentoring to       and leaders. But only when they
part of the business.                                their stores, and follow exactly the     personally get involved with their
   To do this, he gets each of the                   same model.                              teams and actively involve em-
Store Managers and Assistant                            Before long, there has been a to-     ployees and managers in your
Managers to become mentors                           tal transformation in the company,       business by mentoring them, will
themselves, and take their own                       and the way employees and man-           you and they achieve higher levels
teams through the exact same proc-                   agers think, act and make deci-          of employee engagement, motiva-
ess that he took his managers                        sions.                                   tion, revenues and profits.
through.
                                                          Follow-through activities…             Getting the best from people is
   Steve arranges for all the em-                        Keeping the new spirit alive         not just about leaders receiving
ployees in his 10 stores to receive                     Steve suggests to the CEO that        more leadership training, it’s about
workbooks and low-cost MP3 play-                     the company organises regional           getting employees and managers
ers which are pre-loaded with En-                    get-togethers so that different Store    actively involved in the business
terprise MentorTM. For the people                    Managers can share ideas, and            and making them feel responsible
who already have compatible mo-                      show-case their best ones to their       for the success of it. Mentoring con-
bile phones, he arranges for them                    colleagues in the same region.           sistently achieves this.
to get a new Micro SD card which                     Based on the success of these               In the book People Upgrade
they simply slot into their phone.                   ‘regional’ get-togethers, the CEO        (which you can download for free
On the card is the Enterprise Men-                   arranges for a ‘national’ conference     from www.enterpriseleaders.com/free-book)
torTM programme.                                     so that all the best ideas are shared,   you’ll read the real-life case-study
        Change in behaviour                          and managers and employees from          of Hammonds Furniture, and learn
Over time, Steve starts to see a                     around the country can share their       how their Steves (Justin and David
complete change in the way his                       own experiences and results from         in this case), were able to achieve
front-line employees interact with                   mentoring.                               transformational results by leading
customers. He sees a change in be-                      To keep the ideas from the men-       their teams through Enterprise Men-
haviour of his employees (and                        toring sessions alive throughout         torTM.
managers) who start to think more                    the company, Steve takes on the
like business-owners, who take

                                                                       4                                 www.EnterpriseMentor.com

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Meet steve

  • 1. Enterprise MENTORTM Steve’s Challenges! • Employee Engagement “Steve’s a manager… He does a good job, • Employee Motivation but he knows he can do more to engage • Employee Morale • Employee Retention his team and achieve greater revenue/profit Steve’s Goals! growth for his company. Read how Steve • More Repeat Customers does this by becoming a mentor to his • More Referral Customers • More Revenue/Profit team helped by Enterprise MENTORTM” S teve is the Area Manager Steve has heard about the benefits for a large retail company of mentoring, and knows that some and looks after 10 stores. of his senior directors have had their Steve has recently noticed own external mentor, which has a drop in employee engagement, been a great thing for them. motivation and morale in his re- However, bringing in an external gion, and is suffering from higher person to mentor Steve’s teams is than average levels of staff turn- prohibitively expensive. over, ultimately loosing some of his Looking for something different, key staff. Steve discovers Enterprise MentorTM, He is under pressure to deliver a set of tools and strategies which results, and knows he needs to do provides him with the content, de- Enterprise MENTORTM gives line-managers the more to drive up revenue and prof- livery method and framework for content, delivery tools and structure to success- its. him to personally mentor his teams, fully mentor their teams. He knows that he needs to take and get the best out of his people. barks on a journey to mentor the action and wants to make a positive Steve purchases a 31 person li- Managers, plus two Assistant Man- change in his region. cence of Enterprise MentorTM and em- agers at each of his 10 different 1 www.EnterpriseMentor.com
  • 2. Traditional Enterprise Mentoring stores. His licence covers the 30 and Assistant Manager listens to the CEO Mentoring mentees plus himself. digital mentoring sessions on their MP3 mentoring MP3 players. Some listen to the ses- Board sessions get things started sions on the way to work, some at Steve arranges for the 30 Manag- work, and some even listen at home ers and Assistant Managers to each with their feet up on the sofa! Be- receive a low-cost MP3 player pre- cause the sessions are short, men- loaded with Enterprise MentorTM. tees can re-listen to the sessions as On the MP3 players are 20 short many times as they like. audio mentoring sessions, each Ideas galore in the 218 around 15 minutes long. The first page workbook five sessions focus on customers, the Once the mentees have become Traditional mentoring using an outside mentor next five sessions focus on teams, familiar with the particular digital is very expensive and normally only happens at and the final ten sessions focus on MP3 mentoring lesson they are CEO/Board level—however, using Enterprise the individual being mentored. In scheduled to listen to, they move on MENTORTM you can now bring mentoring to Enterprise MentorTM these are known to the workbook and are able to ab- your front-line employees and use your own sorb the learning in a different for- line-managers as mentors as THEY BELIEVE (the customer), WE BELIEVE (the team) and I BE- mat – this time the written word. LIEVE (the leader). They also complete the various ex- grow and improve the stores in his ercises in the workbook, the most region. Not all ideas are good, many At the heart of the mentoring ses- are duplicates, but there are some important being ‘What would you do sions is the goal to get employees real gems in there which are worth if you were CEO for a day?‘ and managers to think more like many tens, if not hundreds of thou- business owners or CEOs, and to In Session 1, which looks at the need to be relevant to your cus- sands (or more) to Steve in terms of get this commercial way of thinking new revenues, cost-savings and instilled deep into the front-line, so tomer, the mentees are asked to suggest five ideas that they would new ways to motivate and engage that customers feel that the level of with his staff. service they receive is the same as if implement if they were CEO for a day that would make their com- The critical face-to-face they were served by the CEO or pany more relevant to their custom- group mentoring sessions business owner themselves. ers. Following the first week of MP3 Steve initially meets with the mentoring sessions, Steve visits Store Manager and Assistant Man- Since 30 mentees completed this each store individually and gets the agers from each of his 10 stores and exercise and provided five ideas Manager and Assistant Managers explains why they have been cho- each, Steve now has 150 new busi- together (in a group of 3) to re- sen to become mentees. ness growth and cost saving ideas examine all that the mentees have which can help him ensure his 10 He agrees a schedule, where his learnt from the digital mentoring stores are 100% relevant to his cus- mentees listen to two sessions of sessions. He’s able to bring the tomers. Enterprise MentorTM a week, and learning from the sessions back to have one face-to-face group session During the 20 sessions of the pro- the retail stores, and find new ways with him per week. gramme, the mentees give Steve a to contextualize the learning for his total of 3,000 new ideas to help own team. Individually, each Store Manager 20+ MP3/Flash Practical Your Line-Managers Become Mentoring Sessions + Workbook Exercises + Mentors to Your Employees Enterprise MENTORTM brings together digital MP3/workbook mentoring (which your employees and managers work through at a time to suit them) with group face-to-face mentoring sessions with their line-managers and fellow mentees. 2 www.EnterpriseMentor.com
  • 3. gaged, motivated and full of confi- dence. It is clear they think much more commercially and speak a new language of business, putting their customers at the centre of eve- rything they do. From his regular visits to the stores, Steve has also noticed that even though the front-line employ- ees haven’t directly been through the mentoring programme them- selves (yet), they have started pick- ing up new things from the Manag- ers and Assistant Managers. It is as if the new language and passion of the managers has filtered through directly to the front-line employees. Why this type of A critical element for creating change in behaviour comes from the group face-to-face mentor- mentoring works ing sessions. These take place at regular intervals after mentees have listened to one or two digital mentoring sessions. During the whole programme, there may be as many as 10 face- Steve’s own line-manager is im- to-face mentor sessions. pressed too, and mentions that he has seen mentoring programmes When the mentees get together, quickly re-listen to the whole men- implemented before, but never they start to bounce new ideas toring programme in summary for- with the transformational results around with each other, adding in mat, rather than having to go Steve has achieved. suggestions that they hadn’t through each entire 15-minute ses- thought of individually. Soon the sion (although many mentees Steve explains that this is because synergy of the group kicks in, and choose to re-listen to the full men- he has been able to leverage the they are able to achieve more col- toring sessions many times as well, tools and structure of Enterprise lectively than they ever could indi- learning more each time they lis- MentorTM — and because the men- vidually. ten). tees have had two types of mentor- ing (digital MP3 mentoring sessions For Steve, this is a tremendously Also included on the MP3 play- and face-to-face mentoring). effective way to spend his time and ers are 10+ hours of extra bonus mentor 30 people in different loca- materials including interviews and Steve has discovered from his tions. It also gives Steve the oppor- mentor sessions with famous CEO own research that mentoring pro- tunity to see who shines in his and business owners. These bonus grammes which are not supported group, where the strengths and sessions allow mentees to hear first by supplementary content and weaknesses of his team are, and hand from some of the most suc- structure seldom succeed, and men- who needs more of his time and cessful business people in industry, toring programmes which rely attention to bring up to speed. and hear exactly how they think, solely on self-study by the mentee, act and make decisions, and what but do not have a face-to-face ele- For the mentees, they recognise ment struggle too. the investment the company is makes them achieve extraordinary making in them and quickly start to results as business leaders. But Steve knows only too well, change their behaviour based on Final presentations—the glue that when you put the two together their learning from the digital MP3 which brings it all together (i.e. the content and structure of mentoring sessions, and the guid- Once the mentees have com- Enterprise MentorTM with face-to- ance and feedback they receive pleted all the mentor sessions, they face mentoring), then real magic from Steve. They also get to keep individually present their ideas starts to happen, and the results the MP3 players, so they can re- back to Steve and his own senior which are achieved in terms of peo- listen to the digital mentoring ses- line-manager. ple and profit growth are extraordi- sions any time. nary. This act of mentees presenting all 20 summary sessions recap Mentees Become Mentors - they’ve learnt means that they have Rolling mentoring out to the course in about an hour to fully understand their subject to your front-line employees Pre-loaded on the MP3 players be able to explain it to others. Although the Store Managers are 20 summary sessions which run Steve notices a dramatic change and Assistant Managers are already for around 3-minutes each. This in the mentees, who are now en- benefiting from the mentoring ses- means the mentees can very 3 www.EnterpriseMentor.com
  • 4. more owner- responsibility of following through 1. MP3/Flash Mentoring Sessions 2.Workbook ship and re- with new ideas. He does this for six sponsibility months, and then hands over the 3. Face-to-Face Mentoring Sessions for their reigns to another manager who work, and comes up with new ideas to get the 4. Sum mary 6. Protege feel part of most from the mentoring pro- 5. Presentat ion Becomes Sessio ns Mento r the business, gramme. constantly Every six months a new person 7. Follow-Through looking for takes responsibility for keeping the new ways to learning from the mentoring pro- Enterprise MENTORTM uses a seven-step multi-learning approach which thrill, wow gramme alive in the company, and combines face-to-face learning with digital MP3/Worlbook based learning. and dazzle coming up with new creative ideas This proven combination allows employees to initially learn at a time which their cus- to drive the company forward suits them, and then expand their knowledge in group mentoring sessions. tomers. through mentoring. Happy repeat & Who is your Steve? sions (both digital and face-to- referral customers! In your company, you may have face), and the stores are already From a customer’s perspective, many Steves. Steve may be a re- seeing higher levels of employee Steve notices that the revenues in gional manager, a divisional direc- engagement, motivation and even his region are up, he sees his aver- tor, a department revenues (they are up nearly 20%), age order value up, and he cer- manager – or Steve wants to make sure that every tainly sees more repeat customers perhaps a man- employee in his region gets the op- coming into his stores. Interest- ager who leads a portunity to be mentored, so that ingly, he starts getting letters from team of five or ALL employees feel more involved customers saying the service they more people who in the business and understand the received at the store is exceptional, are all located in company and industry at a deeper and that they have already told the same office. level. their friends to shop at his stores. Your Steves may have had ex- He doesn’t just want employees Once word gets out about the tensive leadership training, and to feel that they have a job, he good work Steve has done, other even be exceptional man-managers wants them to feel connected and regions want to bring mentoring to and leaders. But only when they part of the business. their stores, and follow exactly the personally get involved with their To do this, he gets each of the same model. teams and actively involve em- Store Managers and Assistant Before long, there has been a to- ployees and managers in your Managers to become mentors tal transformation in the company, business by mentoring them, will themselves, and take their own and the way employees and man- you and they achieve higher levels teams through the exact same proc- agers think, act and make deci- of employee engagement, motiva- ess that he took his managers sions. tion, revenues and profits. through. Follow-through activities… Getting the best from people is Steve arranges for all the em- Keeping the new spirit alive not just about leaders receiving ployees in his 10 stores to receive Steve suggests to the CEO that more leadership training, it’s about workbooks and low-cost MP3 play- the company organises regional getting employees and managers ers which are pre-loaded with En- get-togethers so that different Store actively involved in the business terprise MentorTM. For the people Managers can share ideas, and and making them feel responsible who already have compatible mo- show-case their best ones to their for the success of it. Mentoring con- bile phones, he arranges for them colleagues in the same region. sistently achieves this. to get a new Micro SD card which Based on the success of these In the book People Upgrade they simply slot into their phone. ‘regional’ get-togethers, the CEO (which you can download for free On the card is the Enterprise Men- arranges for a ‘national’ conference from www.enterpriseleaders.com/free-book) torTM programme. so that all the best ideas are shared, you’ll read the real-life case-study Change in behaviour and managers and employees from of Hammonds Furniture, and learn Over time, Steve starts to see a around the country can share their how their Steves (Justin and David complete change in the way his own experiences and results from in this case), were able to achieve front-line employees interact with mentoring. transformational results by leading customers. He sees a change in be- To keep the ideas from the men- their teams through Enterprise Men- haviour of his employees (and toring sessions alive throughout torTM. managers) who start to think more the company, Steve takes on the like business-owners, who take 4 www.EnterpriseMentor.com