At Arrive Logistics, the key to succeeding isn’t just about relying on the right processes and strategies — it’s about leaning on people who help you along the way.
Business Development Representative Trainee Jamison Lee discovered this firsthand once he finished the company’s new hire training and entered the sales floor. That’s where he was introduced to his mentor, Senior Business Development Representative Johnny Ashman.
Little did Lee know that this pairing would lead to much more than just a solid understanding of freight brokerage. Soon after the mentorship began, his time management, communication and organizational skills became sharper than ever.
“While I have no doubt I learned a ton about Arrive and how to be a successful freight broker, I didn’t anticipate learning so much about how to be successful in many other areas of life,” Lee said.
For Ashman, working with Lee felt like “a perfect fit.”
“Jamison and I bonded very quickly,” he said. “He and I have similar interests and hobbies, which made things very easy from a relationship standpoint.”
Ashman considers the company’s mentorship initiative to be one of the company’s greatest programs, enabling reps to build the skills needed to solve problems, manage their time and master the nuances of managed transportation.
“The mentorship program is a great example of listening to what people need on the floor and providing support so the day-to-day work is a little less hectic,” he said.
Arrive Logistics’ mentorship program reflects the company’s overarching culture of growth and support, creating a foundation for success that Lee believes will be critical to the company’s continued evolution.
“It is a very valued tradition at Arrive, and the executives of this company invest a lot to ensure this program remains at the heart of what Arrive is built upon,” he said.
About Arrive Logistics
Arrive Logistics is a leading multimodal transportation and technology company delivering unparalleled service and custom strategic solutions. With over 1,700 employees, 4,000 customers, and 40,000 carriers in its network, Arrive is one of the largest firms in the freight brokerage industry.
How did your mentoring relationship start?
Ashman: Our mentoring relationship started right out of Jamison’s classroom training at Arrive. He entered the sales floor, and we were introduced to each other through the trainers and managers who felt that we would be a good fit together. I think it was a perfect fit because Jamison and I hit it off immediately.
Lee: It was through a formal process where Johnny was in need of a new mentee, and I was exiting my classroom training. We were also placed with our mentees based on potential fit and how well we would work together. I believe they did a great job with this one.
What is the goal of Arrive Logistics’ mentorship program?
Ashman: The goal of our mentoring program is to ultimately acclimate new sales reps to life on the floor and turn them into successful brokers after the program is finished. Our task as mentors is to take the knowledge that Jamison and his peers accumulated in the classroom and apply it to real-life situations with our current books of business. I truly think it is one of the most valuable programs that Arrive has implemented since my tenure here. It gives new reps a true picture of how to solve problems, manage their time, and learn the ins and outs of what managed transportation looks like for a plethora of different companies at every stage of their lifecycle.
What were your biggest goals going into the mentorship program, and how do you feel they were achieved over time?
Lee: When this process began for me, I really wanted to just learn as much about Arrive as possible to do my job the best I could. While I have no doubt I learned a ton about Arrive and how to be a successful freight broker, I didn’t anticipate learning so much about how to be successful in many other areas of life. My time management, communication, organization and people skills have all improved an immense amount, and I believe this is due in large part to Johnny’s approach to mentoring. I felt very comfortable early on asking questions and learning through trial and error, which prepared me for challenges I would face later on a lot better.
“I felt very comfortable early on asking questions and learning through trial and error, which prepared me for challenges I would face later on a lot better.”
How did you build your relationship with your mentor or mentee?
Ashman: Jamison and I bonded very quickly. He and I have similar interests and hobbies, which made things very easy from a relationship standpoint. It made building our professional relationship that much easier. He comes to work every single day with such a great attitude and is ready to take on the day. He asks great questions and wants to understand what it takes to be a professional in this setting. He takes great mental and physical notes, pivots where he needs to throughout the day and, most importantly, builds off of mistakes he might make.
I am a huge advocate for making mistakes in training. It is inevitable in this industry, and it is without a doubt the best way to learn. Jamison has proven time and time again that he can accept his mistakes, solve problems and, ultimately, learn from those mistakes, which is a huge part of what this whole program is about in my opinion.
Lee: Johnny and I immediately bonded over our shared hobbies, such as music and the outdoors. Being able to connect deeply about something other than your job has allowed our working relationship to become much more open and successful. Our relationship grew from mentor and mentee to two friends working together to achieve success, and that has been pivotal to my personal growth at Arrive. Johnny’s approach to mentoring also allowed me to make mistakes and figure out things on my own, which built trust between us and allowed me to take on more responsibility from early on. This has helped me transition into my own book much more seamlessly.
What benefits, successes or milestones have you experienced thanks to the mentoring relationship? How has your relationship helped your career or personal development?
Lee: Johnny and I were named number one in the company for on-time delivery for the month of May, which was a big achievement, considering the operational work we put into making this happen. I was able to move my first shipment within a month of starting and landed my first customer shortly after, which would not have happened without Johnny’s guidance. I have a small book of business already that I am working hard to maintain and service using the operational techniques Johnny has taught me. I believe that my work ethic has also translated into more business for Johnny, allowing him to focus on expanding his book and focus less on shipment building, tracking, follow-ups and more. I also feel that I have a much more savvy business mind and am starting to think more like a salesperson rather than a trainee/mentee, which is a mindset Johnny has helped to foster.
Ashman: Like Jamison said, our achievement in May was a big milestone for us. It was backed by a couple months of a lot of hard work, and I can only credit him for that. One of my milestones for Jamison was landing his first customer. It was awesome to see him go through the process of learning to onboard a new customer and what that entails to get them set up. It created an excitement for both of us that he hadn’t experienced before.
How did Arrive Logistics support and empower you through the mentoring relationship? What does mentorship culture look like in the rest of the organization?
Ashman: Arrive has always ensured that we have what we need to be the best possible brokers in this setting. The mentorship program is a great example of listening to what people need on the floor and providing support so the day-to-day work is a little less hectic. Everyone who I have talked to has had a positive experience with the mentorship program, and it was such a great idea because it not only makes us better at our job but also allows us to teach and learn from the new wave of brokers coming through Arrive. We get the opportunity to teach what we have learned to be successful in this industry, and mentees like Jamison also teach us things to become a better version of ourselves, both personally and professionally.
Lee: What separates Arrive from many other brokerages and companies in general is its mentorship program. My progress in this role would have been significantly slower without the mentorship program, and I believe it is vital to this company’s growth and success. It allows people who already have the right mindset to sharpen their skills with someone who already has a lot of valuable experience. It is a very valued tradition at Arrive, and the executives of this company invest a lot to ensure this program remains at the heart of what Arrive is built upon.
“My progress in this role would have been significantly slower without the mentorship program, and I believe it is vital to this company’s growth and success.”
What advice would you give to professionals hoping to develop a relationship with a mentor or mentee? How can people seek and foster beneficial mentoring relationships even if their current company does not have a formal mentoring program?
Ashman: I would say that being open and honest with a mentor/mentee at all times is paramount. Make sure you are available for them, and show them that you are invested in making sure they become a better version of themselves, both personally and professionally. It goes a long way, and it makes the relationship that much stronger when you invest in it and show that you are there to make them better. If your current company doesn’t have a formal program like this, I would ask for help because I am sure there are more people that will be willing to help than you think. It never hurts to ask, and who knows? It could turn into a relationship that you weren’t expecting and that lasts for years to come.
Lee: Making yourself visible and available to younger employees is very important. You don’t need a program with guidelines to take someone under your wing and teach them techniques that you have spent years honing. In order to be a successful mentor, I believe it is important to be able to deeply connect with them and understand what makes them the most successful and how to get the most out of them. You can have the most gifted employee, but if they don’t have the right structure around them, they will never be able to reach their full potential.
