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

• “Role of the Leader” Modules: Uncovering characteristics of a “Best Boss.”
• Identifying the range of roles a motivational manager must play. Learning how managers should implement effective strategies to motivate their workforce.
• Establishing an Anchor Goal that keeps everyone focused on what matters most.
• Also includes:
• Retail Leadership Best Practices
• DiSC® Background and Overview: Participants complete online DiSC® profile prior to training (see note below).
• Communication Skills: Four essential interpersonal skills to use regardless of mode.
• 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.
• 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.
• 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.
• Note: An option for a 30-minute webinar (recorded and accessible for those unable to attend) to review DiSC® results with the entire group is also available.
• We recommend scheduling the webinar about a month into the implementation.

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

• 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.
  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.
• 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.
• 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.
• Professional Sales Coaching: How to create a proactive selling environment that encourages goal achievement. Skills that provide ongoing direction and support to sales professionals, motivating and building their confidence. How to reinforce on-target performance to increase commitment to goals and to identify challenging areas before failure occurs.

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.