All businesses are in transition. Some are in positive transition, yet many (perhaps most!) are not. Businesses that were originally started by entrepreneurs often begin to run out of steam when they outgrow the management abilities of their founders. Managing change through strategically mentoring growth is the focus of this book. To prepare an organisation for the future, there are three key areas of mentoring focus that need to impact the entire organisation: learning, leading and relating. This book will teach you how to take your business to a whole different level. Your business cannot afford to miss this book.
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About the Author
Harold Johnson
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Most Helpful Customer Reviews
24 of 26 people found the following review helpful:
5.0 out of 5 stars
Well-written book for senior managers and HR professionals,
By Cheryl B. Mowry (Los Angeles, California) - See all my reviews
This review is from: Mentoring for Exceptional Performance (Paperback)
While probably not the definitive book on mentoring - this book is a must read for all management teams that are trying to change their culture to a high performance, learning organizations.The book presents information explaining the potential benefits of mentoring (the why); provides insights and direction for establishing a comprehensive mentoring program (the what); and presents information that enables the reader to understand the critical elements of a effective mentoring program and the steps necessary to create a mentoring organization (the how). As a long time CEO who has specialized in helping transitioning companies achieve improved performance, and more importantly, building high performance cultures, Mr. Johnson provides many practical strategies for transforming the human resources of the company through mentoring. Mr. Johnson has identified six principles for exceptional performance from which he had developed a Strategic Mentoring Model. The Strategic Mentoring Model focuses on nine distinct strategies of learning, leading and relating for individual, team and organization. Mr. Johnson concludes that leadership for a mentoring culture must come from the CEO and the management team. Although the principles and model he has presented are good, I found his insights to leadership and behavior styles more valuable.
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