Every retailer has constraints; budget, timing, agenda topics, etc. Our learning design guarantees behavior change. If we don’t think we can deliver on that promise we don’t agree to the slicing and dicing that is requested sometimes.
All of our programs whether leadership, negotiation, sales, or service begin with foundational insights, best practices, and skills. Then participants are asked to apply what they learned to real-life situations they face on a regular basis. For adults, it’s the best way to learn a new behavior. Success during these classroom practices (reheasals really) build competence which translates into confidence. When participants reach that point in the learning, they’re much more likely to use what they learned back on the job. Which means the company’s investment will create a greater, more consistent return.
Without a chance to apply what people hear/see during the training usually means it’s exciting but has no ‘legs’. How many sessions have you attended where it all sounded good but because you didn’t try it during the session you came back to the store or district or office and thought, ‘Now what?’.
We can select portions of training from our retail-ready programs. Without some practice though the objective can’t be behavior change but rather insight. Which may be all you might want but not all you can achieve. We ask that you demand mohr from your training investment! What do you think? Tweet us @mohrretail or share your thoughts here.