We understand the value of face-to-face feedback in a retail environment, which is why we take a blended learning approach to our training. We facilitate face-to-face coaching interactions with our practice activities, which a coach must observe and mark as complete before the trainee can progress through to the next session in their training. Real-time practice and feedback means that learning is more effective, suited better to the retail environment, and provides an accurate overview of the trainee’s understanding of the new skill.
The ‘Coaching Feedback Loop’ is fundamental to the success of our training because it gives coaches an easy way to keep track of coaching and monitor engagement. It’s about creating a more successful outcome for the trainee. But, it also has other effects like; creating loyalty, increasing enjoyment and motivation, and even reducing sick days.
One of the most important things before you can coach effectively as a retail manager, is to work out how your team like to be coached. To understand why this is the case, think about when you deal with customers. Do you treat every customer the same and expect to get the same results? Probably not.
We all know that the retail game is about creating winning customer experiences for each customer. In the same way, it’s unfair to coach your team identically and expect the same results from each person. As a manager, it’s your job to make sure you know what motivates your team and how to coach personality types. This is very important for getting the most out of your team's sales training and providing effective reinforcement. Does your trainee respond better to positive reinforcement? Do they prefer feedback from someone who’s not scared to ‘call a spade a spade’? Whatever their preference is, get to know your team before you begin coaching so you can appeal to their communication style.
Knowing your own communication style and sharing this with your team members can also be valuable to improve your communication, as a coaching relationship should always be a two-way street.
There are four widely recognised personality types that you and your team will typically fall into and knowing which of these personality types is the dominant one when coaching a team member will influence the way you give them feedback. So, how do you know which one is which?
Check our quick reference guide below or click on the links for a more detailed guide:
.png)
How to Recognise:
The like their own way. They're very decisive and have very strong viewpoints.
What They Dislike:
Having someone waste their time trying to make decisions on their behalf.
Strength:
They're decisive.
Weakness:
They can come across as insensitive to others.
How to Recognise:
They seek a lot of data, ask many questions, behave methodically & systematically.
What They Dislike:
Making an error, being unprepared, spontaneity.
Strength:
They're thorough.
Weakness:
They struggle to improvise.
How to Recognise:
They like positive attention, to be helpful & to be regarded warmly.
What They Dislike:
Rejection, treated impersonally, uncaring & unfeeling attitudes.
Strength:
They're good listeners.
Weakness:
Taking a stand.
How to Recognise:
They get excited and have high levels of enthusiasm.
What They Dislike:
Boring explanations/ wasting time with too many facts.
Strength:
They're enthusiastic.
Weakness:
They can be highly impulsive.
You can search the RedSeed website by entering search terms below.
