All modules apply the same learning design of business impact, step-by-step strategy, and an interactive retail scenario.

• “Role of the Leader” Foundational Core Modules:
  • Motivation Cycle
  • Flexing Leadership Roles
  • DiSCover Your Style---4 Styles Overview.  Participants complete online DiSC® profile prior to training
    • DiSCover Your Style---D Dominance Style
    • DiSCover Your Style---i Influence Style
    • DiSCover Your Style---S Steadiness Style
    • DiSCover Your Style---C Conscientious Style
    • DiSC—Marston Model/Catalyst
    • DiSC---Creating Inclusion & Engagement
  • Communication Skills Overview
    • CS: Describe Specific Actions & Impact
    • CS: Shape Performance with Reinforcement
    • CS: Listen to Learn
    • CS: Ask for Input
• “Performance Application Modules”:
  • Improving Below-Standard Performance: Developing comfort in providing corrective feedback while holding employees accountable for not meeting expectations. Includes a roadmap for a tough conversation, but also one that engages the employee in solving the problem themselves.  Strategy and Application Modules (2)
  • Setting Performance Expectations: Ensuring team members understand their roles and holding people accountable for results. Strategies for focusing on the individual performer and their performance standards. Support the manager must provide for the employee to be successful.  Strategy and Application Modules (2)
  • Effective Floor Supervision: Managing the customer experiences on the sales floor. Being aware of everything that his happening but avoiding the pitfall of getting caught up in a single issue that distracts them. Critical skills for motivation and a structured process for floor observation. Module also includes four essential floor management guideposts as well as a core section on reading and responding to cues. (1)
  • Coaching in Real-Time: Participants learn a structured process for coaching in real-time using a proven strategy to maximize their time—and learn that it only takes a few minutes. (2)
• MOHR Retail recommends the Hybrid approach to include a mix of Virtual Classroom with the Self Directed Learning

Advanced MODULE Overviews (Launching June, 2025)

• Delegating to Develop: Teaches supervisors how to grow their team by strategically thinking about assigning projects that will stretch their skill and give them added authority to make better decisions. Includes how to assess readiness for a project and how to evaluate what level of authority is appropriate and needed.  Strategy and Application Modules (2)
• Getting Commitment to New Initiatives: Learning how to get commitment—even if you can’t get agreement—to a priority or expectation to fully support and achieve initiative goals. How to communicate these goals one-on-one and in group meetings where a range of associates’ experience, performance, and passion for the new goal may change the dynamics. Module is designed to apply the Communication Skills to a specific strategy for creating a motivated team dedicated to taking their personal performance to the next level to meet the current challenges presented.  Strategy and Application Modules (2)
• Resolving Team Conflicts: Developing comfort in resolving issues so that business gets back on track. Skills for uncovering the issue, listening to both sides, and building a solution that both sides can commit to so that employees will own the issue and its resolution and be accountable for ensuring that their behaviors do not negatively impact the business.  Strategy and Application Modules (2)
• Building Trust:  Trust is defined through experiences, behaviors and actions leaders can model every day to their store teams and customers. This strategy teaches leaders how to create a culture of trust to increase engagement and collaboration with their direct report teams. The strategy encourages transparency and open communication and strengthens a culture of trust. Strategy and Application Modules (2)

Putting Learning and Behaviors to Work

• In-Store Coaching Guides: Practice, feedback, and commitment to application back on the job are part of in-store coaching. The participant meets after each online learning experience to review and practice, as needed, what was learned with the coach (i.e., the multiunit manager or store manager, depending on the participant’s position). On an ongoing basis, the coach observes and gives real-time feedback on how the participant is applying the learning on the job.
• Daily refresher questions: As part of the program, daily refresher questions are used to increase retention of the learning, reinforce key concepts, and prompt in-store application of the skills and behaviors.