All of these clients have asked us to review their internally developed programs and give recommendations on how to take it to the next level. It’s an opportunity we value and understand how vulnerable a client might feel.  We respect their intelligence and understanding of theistic ate culture and workings of their company that we don’t have.

One of the consistent findings is that many training programs are more topic oriented often developed because of a reaction, albeit important, initiative or internal request.  That leads to development that is focused on one area oftentimes such as listening or engagement or empowerment. All good concepts except out of any particular context.

Our approach in development is to identify and teach core skills and quickly move to an application that is currently challenging. That way learners not only learn one or two skills or tools but a range of tools used across all critical situations they face regularly. This takes training to the next level both by broadening the application as well as learning something key to achieving their goals.

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Posted in Retail Pulse
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About Michael Patrick

Michael held positions in retail management, merchandising, and human resources before joining MOHR Retail’s predecessor in 1986. In 1990 he purchased the retail division of that firm to form today’s MOHR Retail. Michael holds true to his retail roots by delivering learning that changes behavior—providing both immediate and lasting business impact. In addition to facilitating MOHR Retail training programs, he offers executive-level coaching in one-on-one sessions dealing with critical strategic issues such as succession strategies and executive team development. The author of “The New Negotiation Mindset: Guarantee A Bigger Slice,” Michael is a longstanding member of NRF as well as ISA: The Association of Learning Providers. He has a B.A. from San Diego State University, completed Master’s level work at Arizona State University, and lives with his family in New Jersey.