Noemi Vaszi GWU program

TRAINING TOPICS

GROW WITH US PROGRAM

Training Course Name Course Description Date

Change Management: Managing Change In Your New Role

This module helps to adapt and manage change. Several tools will be used to help in managing change with different people.

COMPLETED

Accountability - IntermediateLearn how to communicate the bigger picture to your team by: stating your clear expectations of them and encourage your team to discuss and share their concerns

COMPLETED

Commercial Awareness : Translating & Applying Business Objectives

Learn how to direct your team by: giving them clear translation of goals / objectives with set time frames, monitor their progress and be flexible to react as required to changing circumstances

COMPLETED

Leading Teams: Setting Clear Objectives for your Team

Understand why clear objectives are important in the workplace and learn the techniques required for creating them. How are individual objectives essential to achieving / delivering a bigger task / goal and how do they link to meeting our wider Corporate objectives?

COMPLETED

Leading Teams: Performance Management

Understanding the performance cycle and learn how to improve your employee's performance

COMPLETED

Feedback: Advanced

Learn how to prepare for and hold goal setting meetings by: reviewing goal setting methods, identifying specific behaviours for feedback, exploring methods to identify specific needs or behavior change and practice active listening and confirming techniques

COMPLETED

Mid- Test

TRAINING TOPICS


Training Course Name Course Description Date

Coaching Introduction

Learn how to prepare for and hold goal setting meetings by: reviewing goal setting methods, identifying specific behaviours for feedback, exploring methods to identify specific needs or behavior change and practice active listening and confirming techniques

COMPLETED

Commercial Awareness : Translating & Applying Business Objectives

Learn how to communicate the bigger picture to your team by: stating your clear expectations of them and encourage your team to discuss and share their concerns

COMPLETED

Personal Development: Resilience & Flexibility: How to reduce the impact of stress and pressure

Resilience strategies for improving physical recovery from stress and pressure. Understand what helps to boost motivation and how to set up good habits that you can maintain. Learn and practice styles of thinking that keep us productive and calm and how to generate positive emotions. Understand thinking patterns and evaluate whether these are useful for you or require change. If change is required learn how to alter your thinking in order to deal with pressure more efficiently and bounce back from setbacks to over come challenges

COMPLETED

Communication: Presentation Skills

Learn how to be an engaging and effective presenter by learning the essential skills to capture your audience's attention and respond effectively to their questions. You will also learn how not to be overly reliant on and effectively use PowerPoint to avoid losing your audience to "Death by PowerPoint" syndrome

COMPLETED

Change Management: Making it Happen (GWU Program Review)

How will you take the new skills you have learnt and apply them to your next role? COMPLETED

Final- Test

CHANGE MANAGEMENT


•The goal of Change is to improve organization by alteringhow work is done and how important is to createnew modules which will impact positively the Change.

•Changes typically result as a reaction to specific problemsor opportunities the organization is facing based oninternal or external fact.

Our motivation to the change is to become closer to our customers and more efficient in our job roles.

•Change management is about reducing costs, improving revenues, solving problems, seizing opportunities, aligning work.

CHANGE MANAGEMENT


The Change Management tools:

•Communications• Sponsor roadmap• Coaching• Resistance mgmt• Training

ADKAR Phases of change:

• Awareness• Desire,•Knowledge• Ability• Reinforcement

CHANGE MANAGEMENT


The Change Cycle : ENDING : Present about preparing and accepting the GrowthTRANSITION: Decision emotions, resistance and process of the GrowthBEGINNINGS: Realistic expectation, new goals and accomplishment of Growth

THE CHANGE CYCKLE

•ENDING : Present about preparing and accepting the Growth

•TRANSITION: Decision emotions, resistance and process of the Growth

•BEGINNINGS: Realistic expectation, new goals and accomplishment of Growth

CHANGE MANAGEMENT



How do you plan to apply what you have learnt back at your work?What barriers do you anticipate as you attempt to put these new skills into practice? How are you planning to overcome them?

OBJECTIVE:Focus on training educating our internal and external MAC customers about MAC Basic eye shadow category through product knowledge, makeup artistry and application technique.

ACTION PLAN focusing on PeopleMeeting with Operation Team, communicating about the importance of Eye shadow category Reviewing our TOP 150 product list Meeting with Training Team, utilizing specific eye shadow workshops 9th of Dec. Bridal Makeup workshop our main focus was educating artist about eye shape and face shape, eye shadow undertones, textures, placement and power grouping

PRODUCT FOCUS: Carbon, Soft Brown, Embark, Shroom, Wedge, Espresso, Folie

CHANGE MANAGEMENT



ACTION PLAN focusing on Education:

•Daily makeup schedule for Retail Artistfocusing on Basic eye shadow category

•Product Specialist meeting with Retail Managers and Retail Artist reinforcing Eye shadow categories

•In store Training utilizing different training module from Discovery Menu

•In store Training reviewing Basic eye shapefocusing on eye shadow categories

CHANGE MANAGEMENT



SKILL CERTIFICATION:Focusing on IMAC steps, INVESTIGTION, POWERGROUPING, DEMONSTRATION, SHOW & TEACH technique8-9th of Dec. Group skill certification on Lesson, Application and PHDTotal attendees: 37 makeup artistTotal success: 56 %Opportunities: Investigation and Observation skill (listening and asking specific questions)Demonstration: eye shadow application technique (undertones and textures)

ACTION PLAN FOCUSING ON SERVICES:MAC TDM and MAC BLOOMINGDALES our focus for FY 15 was increasing services WEEK 50 FY 2015 total services achieved 853 vs. 577 LY 14MAC TECHNIQUE; MAC TECH. SEMINAR are very successful and ongoing (monthly basis) Makeup Topics: Advance and Basic smoky eye workshop, Advance and Basic eyeliner workshop

DEVELOPMENT, SUCCESSION PLANNING: Product Specialist skill certification to support continuous follow up on trainings provided by RTMAC TECH and MAC TECH SEMINAR skill certification developing Retail ArtistRolling out ADVANCE and FASHION SKILL CERT for FY 16 developing Retail Artist

ACCOUNTABILITY



OBJECTIVE :

To develop team accountability by learning how to linkteam goals to Alshaya strategy and vision.

Identify how to build open communication channelsto identify team and business need and to share concerns.

ACCOUNTABILITY



DEFINITION OF ACCOUNTABILITY:

The obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner.

Accountability is:

on goingcontinuous ownership leading the team listening engage be visible leading by exampleinbuilt value

ACCOUNTABILITY


Why focus on Accountability? Clear expectation must be established: set clear expectations on task on behavior Bad news does not improve with age: if you see it you say it , transparency at workIt’s not personal: don’t take things personal, (feedback)

Why focus on Accountability?

Clear expectation must be established:•set clear expectations on task on behavior

Bad news does not improve with age: •if you see it you say it , transparency at work

It’s not personal: •don’t take things personal, (feedback )

ACCOUNTABILITY



How can you develop team’s Accountability?Always starts with YOU Give employees more responsibilitiesBuild rewards into successKeep communication openWork on creating atmosphere of cooperation and creativityAlign goals

How do you align goals and drive Accountability? Creating SMART goals Communicate expectation clearly Monitor progress on goals to remain on targetProvide visibility up, down and across reporting levels Maintain connection between personal goals and organizational goals

ACCOUNTABILITY



How to create a culture of Accountability?

S set expectation I invite commitment M measure progressP provide feedbackL link to consequencesE evaluate effectiveness

Building blocks of Accountability:Transparency HonestyCredibilityIntegrityTrust

ACCOUNTABILITY



How do you plan to apply what you have learnt back at your work?

Creating SMART goals to build relationship between Resident Trainer, Retail Artist and Retail Managers.

How? Focusing on creating a culture of Accountability utilizing SIMPLE steps for our upcoming VIP visit (4th February) myself together with Training team visiting each stores in our market and supporting Retail Managers and Retail Artist on the following preparations: focusing on new product launch by scheduling Product Specialist meeting and making sure to be present . Providing on spot feedback for Retail Managers and Retail Artist on their daily task.Reviewing Face chart look book ( which has been delegated to PS). Following up on Mascara Ambassador role in store , revisiting the Mascara Journal and providing feedback on the sell through result. Following up on services and IPT/AUS , Leading by example on shop floor to improve and to provide high standard of Customer Service experiences.

ACCOUNTABILITY



What barriers do you anticipate as you attempt to put these new skills into practice? How are you planning to overcome them?

Feedback and follow up challenges : Making sure that Retail Manager and Assistant Retail Managers providing effective and constructive feedback for each Retail Artist , since some of the Retail Managers are new and not yet attend it Basic Training or Leading Effectively .

My plan is to meet 1st week of February with RM and ARM and sharing from our last ATD meeting the topics of How to give feedback and how to utilize different Communication style and Learning style assessment from. Practicing in store workshop , where I will invite them to see and to be present during Feedback time with Retail Artist.

COMMERCIAL AWERNESS



OBJECTIVE:

Understand KFR and its elementsKnow brand’s strongest product and services and does everything possible to drive theseIdentify products and services not reaching their potential and recommend action to rectify these situationsEncourage savings for the brand without sacrificing customer service and look for opportunities to reduce costDrive the brand’s SERVICE report and promote customer loyalty

COMMERCIAL AWERNESS


KFR Definition:Key Feature Reports are standard decisive reports on Profit and Lost for every brand Published on a monthly basis based on the Alshaya Financial Reporting calendarThe amount is reported in KWD & Local currencyContains historical information’s from 2002 onwards

Some of the KFR reports are:•Brand contribution report – consist of summery and details by store reports of the expenses incurred by the brand providing comparisons of actual and budgeted value for the current year and the previous year•Consolidated report Profit & Loss report – provides the P&L on the country level•General Ledger Transaction report – provides details of every vouched / entry placed in the system•Franchise Cost Report – provides a breakdown of the various cost pertaining to the brand and can’t be further allocated to the stores e.g advertisement•Division Contribution Report – provides the P&L at the division level •Indirect Department Report – provides the details of expenses for the support functions with a comparison with budgets

COMMERCIAL AWERNESS


What cost lines make up the store KFR?

•SALES: NET SALES, COST OF SALES

•STORE MARGIN: COST OF SALES OTHERS, STOCK WRITE DOWN (CHARGE), STOCK WRITE DOWN (WRITE BACK)

•OPERATING MARGIN: STAFF COST, CONTROLLABLE DIRECT, CONTROLLABLE INDIRECT, RENT, DEPRECIATION

•BRAND CONTRIBUTION BEFORE BRAND COST: FRANCHISE COST, BRAND MANAGEMENT COST, PRE OPENING EXPENSES, OTHER EXPENSES, BRAND CONTRIBUTION BEFORE DIVISONAL COST, CROSS BRAND MANAGEMENT OVERHEADS, OPERATIONAL MANGEMENT OVERHEADS

COMMERCIAL AWERNESS


What elements make up Staff Costs?Salary basic transport housingOvertimeGOS \ Social Security VisaAirline ticketsAnnual Quarterly IncentiveSeverance PayAnnual Leave

What impacts the Direct Controllable Cost?CleaningShrinkageSundry (security cash)TrainingCommunicationPrinting, computer, stationaryRepairMaintenanceLocal conveyance, Travel

What are considered as Indirect Controllable Cost?Credit Card CommissionRates/ TaxesUtilities/ WaterUtilities / Electricity & GasRepair and Maintenance Contractor

COMMERCIAL AWERNESS


How do you plan to apply what you have learnt back at your job?

•Meeting with Line Manager on a regular basis : driving services through group certifications , makeup appointments and focus on increasing sale•Succession planning for Retail Manager : further developing Leadership skill and Commercial Awareness•IPT / AUS daily review and using Monitor and Mentor form (leading by example) to review performance and to identify new training needs and module•Sunday business overview discussion with Operation team•Meeting with Hana and analyzing Dubai Mall KFR report as one of my personal development project (find the attached document to review)

COMMERCIAL AWERNESS


What barriers do you anticipate as you attempt to put these skills into practice? How are you planning to overcome them?

•Time management to be able for all of us to meet on a regular basis since we are all focusing a lot on many other task and priorities.

•Follow up and being consistent on our action plan supporting both Operation and Training needs

COMMERCIAL AWERNESS


ACTION PLAN:SCHEDULING,COMMUNICATION, SHARING SUCCESS STORIES

My plan is to schedule date, send email invite and reminder alert on the dates to meet and to schedule 1-2 hours together with Operation and Training team. Our first meeting on the KFR is completed with Hana A.M on the 7th of March.We focused on analyzing together Dubai Mall KFR report Year: 2016, Period 01

Hana explained in a very simple way about analyzing KFR in general, we practiced on the KFR review report (attached doc.) and she give me feedback on how I identified opportunities and action plan.

We are scheduling regular meetings (Sunday during office hours) discussing business strength and opportunities and identifying action plan to drive KFR.Analyzing Dale Sales Report (focus door)Analyzing SHOPPIE Report

Reviewing with Line Manager Weekly Sales Report & Customer Analysis sent by the brand teamIdentifying opportunities and scheduling in store training based on market needs.

MEET KATHY ARM BLOOMINDALES

HER LEARNING STYLE IS VISUAL & AUDITORY , COMMUNICATION STYLE ACTION & PEOPLE

KATHY IS VERY PASSIONATE AND SUPPORTIVE WITH HER TEAM

DURING CUSTOMER ADVENTURE

LEADING BY EXAMPLE AND GIVING SPECIFIC FEEDBACK TO HER TEAM TO BOOST THE SMILE

AND TO GENERATE POSTIVE ENERGY

SHE’S A POWERFUL LEADER WHEN IT COMES TO APPLY THE MAC EXPERIENCE ACTIVITY

IN A MORE FUN AND CREATIVE WAY FOR HER TEAM TO UNDERSTAND

RESILIENCE & FLEXIBILITY


OBJECTIVE:

•Resilience strategies for improving physical recovery from stress and pressure. Understand what helps to boost motivation and how to set up good habits that you can maintain. Learn and practice styles of thinking that keep us productive and calm and how to generate positive emotions. Understand thinking patterns and evaluate whether these are useful for you or require change. If change is required learn how to alter your thinking in order to deal with pressure more efficiently and bounce back from setbacks to over come challenges



What is Resilience? The ability to bounce back from adversity Work through challengesOvercome obstacles

What is Flexibility? Capable of bending being bentEasily changed: able to change or to do different thingsWilling to change or to try different things

Why are resilience and flexibility skills important? Workplace pressures /stressDemanding managers/ customersRapid technology advancesHigh educated multi- skills workforceOrganizational downsizing /restructure Fierce competition



LIVING IN A VUCA WORLD

COUNTERING VUCA REQUIRES:

VOLATILTIY UNDERSTANDINGUNCERTINITY VISIONCOMPLEXITY AGILITYAMBIGUITY CLARITY

PERFORMANCE MANAGEMENT


OBJECTIVE:DEFINE PERFOMANCE MANAGEMENTUNDERSTAND WHY WE HAVE PERFORMANCE MANAGEMENTSET PERFORMANCE EXPECTATIONLEARN FEEDBACK TECHNIQUEDEAL WITH POOR PERFROMANCE

WHAT IS PERFORMANCE MANAGEMENT ?To help and encourage all Employees to achieve and maintain the desired standards and performance

TWO KEY ELEMENTS:DEVELOPING EMPLOYEESMANAGING POOR PERFORMANCE



WHAT ARE THE BENEFIT OF PERFORMANCE MANAGEMNT?STAFF WILL DO BETTER JOBINCREASE PRODICTIVITYGREAT ACHIEVEMNT WITH LESS EXPENSESBETTER USE OF RESOURCESCLEAR EXPECTATIOBNS OF RECUIRED WORK

HOW DO YOU MANAGE PERFORMANCE ?COMMUNICATE YOUR EXPECTATIONS DAILYMONITOR , MEASSURE AND DOCUMENT PERFORMANCETAKE ACTIONS

PERFORMANCE MANAGEMENT SKILLS:SETTING SMART GOALSMENTORING, TRANINGPROVIDING CONSTRUCITVE FEEDBACK



DEALING WITH POOR PERFORMANCECOUNSELINGPERFORMANCE IMPROVEMENT PLANDISCIPLINARY PROCESS

COACHING


DAY 1:WHAT IS COACHING?WHY AND WHEN WOULD I USE IT?HOW DOES IT HELP ME AND MY TEAM?UNDERSTANDING THE CORE COACHING SKILLS

DAY 2:PRACTICE THE CORE COACHING SKILLSBUILDING CONFIDENCEGETTING FEEDBACKFEELING READY TO USE IT LIVE

COACHING


DEFINITION OF A COACH:A PERSON WHO SUPPORTS PEOPLE TO ACHIEVE THEIR GOALS WITH GOAL SETTINGS, ENCOURAGEMENT AND QUESTIONS

WHAT IS A COACHING STYLE?

A coaching style is highly directive of the process and supportive of the choices of the individual finding their own answers

The coachee is responsible for content not the coach

4 KEY INGREDIENTS

ME ( WHAT IS GOING ON FOR ME)THEM( WHAT IS GOING ON FOR THEM)WHATS HAPPENING BETWEEN US ( PROCESS)WHATS HAPPENING AROUND US ( CONTEXT)

COACHING


WHEN WE USE COACHING V CORRECTIVE FEEDBCAK:CORRECTIVE FEEDBACK IS FOR SOMEONE WHOS PERFORMING BELLOW STANDARDCOACHING IS FOR SOMEONE WHOS MEETING/EXCEEDING MINIMUM PERFORMANCE EXPECTATIONS

4 STEPS GROW MODEL:

GOAL (WHAT DO YOU WANT FROM THIS)REALITY (WHAT IS HAPPENING NOW)OPTIONS ( WHAT COULD YOU DO)WAY FORWARD (WHAT WILL YOU DO , WHEN)

COACHING


COACHING


GOAL: DEVELOP ROXANA MAKEUP ARTIST FOR THE NEW ROLE MAC RESIDENT TRAINER FOR UAEREALITY: ROXANA MA IS COMEPLETED HER BASIC AND ADVANCE SKILL CERTIIFCATIONS, SHES SUPPORITNG HER TEAM MEMBERS TO DEVELOP THEIR ARITSTRY SKILL LEVELS, COACHING THEM FOR SKILL CERT, FOLLOWING UP AFTER BASIC TR AND UPDATE TRANING, SUPPORTING RT AFTER TRANINGS, CONDUCTING IS LEARNINGS, SUPPORTING RM WITH M&M FORMOPPTIONS: ROXANA TO BUILD STRONG RELATIONSHIP WITH THE REGION MA BY CONDUCTING WORKSHOPS AND TO ALIGN WITH ATD TRANING NEEDS AND FOCUSES BY CREATING ACTION PLANS WITH SMART GOALSWAY FORWARD: MAC TECHNIQUE FACILITATIONS FOR CUSTOMERS, UPDATE AND BASIC TR SUPORT

CUSTOMER FIRST

GWU – LEARNING LOG

CUSTOMER FIRST ACTION PLANWELCOME AND SMILE WORKSHOP ACROSS UAE

Our training need for FY16 is to establish strong relationship between our internal and external CUSTOMERS by focusing on WELCOMING and SMILING training tool role out.

We as ATD Team members had a team meeting on strengthening our training topic to be able to create a fun full and an effective training where each employee enjoy to learn and WE as leaders are there to guide them and to follow up with each one of them.

NOEMI VASZI SUCCESS STORY: MAC BJC TEAM

During my ISS I was the ONE who first GREET and INTERACT with every Customers where I invited my TEAM to observe me and to listen on HOW I created a memorable first impression with every customers.After that we had a team discussion on WHAT I SAW ? WHAT I HEARED? WHAT I FELT ? Where each and every makeup artist was able to learn on how to identify STRENGHT , OPPORTUNITES also to come up with THEIR POWER OF ONE .After the workshop has been completed we increased the footfall of the store +15% , IPT/AUS + 3.4%, Makeup services +2%

CUSTOMER FIRST


COMMUNICATION & INFLUENCE


COMMUNICATION AND INFLUANCE ACTION PLAN:FIRST IMPRESSION WORKSHOP ACROSS UAE

After attending in GWU program LEADING TEAMS and COACHING session it helped me to reform my ability on effective communication with my internal and external customers. Since our training needs focusing on CUSTOMERS , I found it very effective to merge the two training tools together CREATING FIRST IMPRESSION with LEADING TEAMS & COACHING .

NOEMI VASZI SUCCESS STORY: UAE RT TEAMUtilizing COACHING as well LEADING TEAMS modules I felt very comfortable to listen more and to understand each RT’s behaviors around their role. Lana RT was struggling on how to build effective relationship with Operation Team , how to take their feedback and utilize it positively . With Coaching session I was able to ask Lana specific questions about the importance of strong relationship with our internal Customers. Through communication and our influence Lana was able to identify her ability to communicate based on facts and achievements , have a clear conversation with OPS during our Sunday office meetings. Power day with Operation to build their input in front of the team. Share and celebrate Customer service success and to focus on LEADING BY EXAMPE and creating memorable first impression with our internal and external customer service.

GWU- LEARNING LOG

SVETLANA RT : SUCCESS STORY

IPT/AUS

Our goal was to increase IPT/AUS.Mushrif mall was one of the Winer in Incentive Program all the weeks. SM Hala have done great ‘Lead by Example’, follow up with the artists in Show & Teach, Power Grouping and they have great result. Store IPT increase from 2.2 to 2.5 and AUS increase from 304 to 321.

Marina mall also have Winer each week. We have done a lot of training focusing on Welcoming, demonstration, product knowledge and power grouping. Store IPT increase from 2.3 to 2.4 and AUS increase from 282 to 289.

RELATIONSHIP & TEAM WORKS


REALTIONSHIPS & TEAM WORKS ACTION PLAN:DUBAI MALL TEAM DAY WITH RT’S

OBJECTIVE: supporting new member of ATD Team ALINA RT and establishing an effective team work among Resident Trainers by sharing ideas and strengthening our relationships with makeup artist and customers.It was a very effective day with 28 touches ( involving 13 attendees) both Retail Managers and Makeup artist enjoyed the training experience, learning from different RT it give them more efficiency on how to improve internal and external customer service by focusing on WELCOMING and SMILE.

During skill certification and coaching we’re able to identify key training needs which will help Alina to train on specific needs.

From Resident Trainer point of view we really enjoyed learning from each other also helped us to establish standards on our trainings and to build strong RELATIONSIP & TEAM WORK among all the ATD TEAM members.

ACTION PLAN: each weeks/month we are going to support DUBAI MALL and focus on ATD priorities to help and support business & training needs.

RELATIONSHIP & TEAM WORKS


DEVELOPE & MANAGE SELF


DEVELOPE AND MANAGE SELF ACTION PLAN:DUBAI MALL BRAND VISIT

Supporting and helping my Team is one of my key priority as RT and seeking for feedback from ATD and OPERATIONS is essential for my growth and my input. During FY16 I make sure to spend time with each of my Team members to provide help and support on their work also to empower them with positive feedback and advice.

NOEMI VASZI SUCCESS STORY: During the recent BRAND visit from EL I was present in MAC DXB MALL on of our Global FD to present Training Team and to support Alina RT. The visit was very positive and the feedback what we received from THE BRAND TEAM was helping us a lot to come up with new ideas and solutions for some of the challenges . As a follow up for the meeting I was asked from Cheryl McKeller RDAT to come up with an action plan and training material to support the store training need. The Brush Talk presentation what I sent for training needs has been approved and it’s a focus for all the stores in our region.Find attached PPT.

PEOPLE FIRST


PEOPLE FIRST ACTION PLAN:ALINA RT SUPPORT & DEVELOPMENT

Alina RT she’s handling our GLOBAL FOCUS DOOR DUBAI MALL, since she was struggling on how to conduct effective TEAM TRANINGS and how to develop RELATIONSHIP among Retail Artist and Retail Managers I was supporting her attending ISS and meeting with RM and RA.

One of my observation was TEAM WORK , TEAM SPIRIT , FUN .My ACTION PLAN was involving Alina to organize TEAM BUILDING workshop inviting all the MAC DUBAI MALL stores (including Bloomingdales, GLF ) and OPS.Alina took the idea very positively , she was excited to organize an early morning workshop in the AL office training room.She prepared all the products, invitations, drinks and food to have a very positive and effective TEAM training day.The SUCCESS was incredible all the attendees were super excited and positive. We invited our ET members to prepare and to facilitate MAKEUP WORKSHOPS.Alina built a strong relationship with her team as well with our ATD Training team members.

PEOPLE FIRST


IMPROVE & INNOVATE


IMPROVE & INNOVATE ACTION PLAN:SHARING RESPONSABILITIES AMONG RT’S

During the past 5 years of RT role I learned…”to be effective in my role as Trainer at first I must learn how to be a GOOD LEADER and to learn how to NOT micromanage my team . I learn through many mistakes that its ok to do mistakes as long as I improve and I ask for help and for feedback to become more innovative with my ideas.”Thank all my Mentors and all my Leaders who thought me that !!

Based on my learnings I was able to help my ATD team members to improve on the same challenges what I had.Weekly reports, skill certification checklist and recapping emails are some of the main challenges STILL.We had a team meeting discussing how to use those tools also how to improve with our timelines and how to share the best practices.I delegated the monthly Skill Certification checklist to Sam since her main challenges were meeting deadlines with all her reports.

Sam she took the task very positively and she followed up with every single RT’s to receive their checklist on time as well she reviewed all the 37 skill certification checklist to make sure about consistence .Sam today feels more confident to utilize documents and excel sheets as essentials to her work also her time management started to improve consistently.

PLAN & ORGANIZE


PLAN & ORGANIZE ACTION PLAN:MAC TECHNIQUE GROUP SKILL CERTIIFCATIONOur main FOCUSES are SUCCESSION PLANNING and CUSTOMER SERVICE.I'm involved on identifying future MAC TECHNIQUE facilitators among our UAE MA.I involved our ATD & OPERATION team to nominate MA who are ready to apply for the skill certification.Also to prepared them with feedback and coaching sessions for their group skill certification workshop.I followed up with the brand team regarding location and support availability. We conducted a 3 days successful MAC TECHNIQUE GROUP SKILL CERTIFCATIONS with 23 MA.

PROBLEM SOLVE & MAKE DECISION


PROBLEM SOLVE & MAKE DECISION ACTION PLAN:MAC TECHNIQUE GROUP SKILL CERTIIFCATIONOne of our main challenges are RETENTION making sure that our developed and seasoned MA wont leave the brand However we face continuous insecurity from our competitors…. us as Leaders we make sure to demonstrate credibility and loyalty among Us and our Retail Employees.

We conducted and organized in Dubai our first RETAIL MANAGER and RESIDENT TRAINER development day.I was in charged to create a guidance for the RETAIL ARTIST SUCCESSION PLANNING what we utilize during our ISS as a reference to understand the potential of each and every MA on how we can develop them also involve them in their own Personal Development Plan.

The training had an immense success among all the participant , we succeed to reduce our turnover also we developed support for ATD and OPERATION .

We have Cluster Managers only in UAE who are supporting OPERATION TEAM , EVENT TEAM members who are facilitating and actively participating during Update Training and ISS workshops.

DELIVER RESULTS


DELIVER RESULTS ACTION PLAN:SHARING BEST PRACTICE & CELEBRATING INDIVIDUAL SUCCESS

During each Sunday we have our TEAM BUILDING meeting where we SHARE our weekly challenges also our weekly success. We use our time to polish our makeup artistry skills as Trainers, where each week one of the RT is conducting a masterclass for us to learn new techniques.

I'm very passionate when I hear from our TEAM members how much they are enjoying to work as RESIDENT TRAINERS .Also how much success they had this week or the entire month.

Therefore I created a PPT what we share with our ATD & OPS team members to recognize and to celebrate SUCCESS of our REGION .

DELIVER RESULTS


M·A·C GWUNOEMI VASZI THANK YOU

Noemi Vaszi GWU program

Documents

Transcript of Noemi Vaszi GWU program