What are your best practices around MIT training? What activities are most impactful after the initial training phase?

Notes summary from First Time Attendee Co-Director, Christine Andrews.

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  • Tell, show, do & review
  • Handouts
  • Spec wars
  • Surveys
  • 30/60/90 touch base
  • Graduation – celebrate
  • “What would you do?” – situational training
  • Practice projects
  • LMS
  • Starts with orientation – revisit
  • Above the store leaders
  • Testing – LMS, verbal, written
  • Empathy training/power skills. Use role playing
  • All around training – make personal
  • Leading by core values – identify behaviors that demonstrate values
  • 1 on 1 meeting with GM on how to get to next level – coaching conversations
  • 1 day shadow & interview with senior leader
  • Home store transition
  • Development program with goals
  • Manager development day – make it all about them
  • Culture day right after onboarding – get to be a guest and learn about culture
  • Day at home office to connect
  • Mentorship program – 90-120 day
  • 360 reviews ½ way through and at completion. Helps training store
  • Corporate university
  • What to work on and details from training store to home store
  • Training GM’s doing weekly progress report
  • Pre-mid-post coaching with trainer and trainee
  • 30/60/90 done by GM or for franchisees manager of training
  • Weekly validation – look from trainee standpoint/manager/ how to train someone new
  • Weekly calls – Training manager, MIT, RM; review guest concerns, opportunities
  • First time manager calls – 4 to 8 over 8 months (a.k.a book club)
  • Department webinar videos – most current information
  • Test monthly
  • Self-guided individual plan – 3, 6, 8, 12 months
  • Regional Manager – 1 week side by side; 6-8 months corporate office time
  • Face to face connection
  • Post Training – mentor program
  • Weekly follow up calls during and post training
  • Post training bonus
  • Activity badges – digital
  • More manager focus (less position training)
  • Stretch projects – incumbent skills – push further
  • One week in-house (corp office)
  • Experience toolkit (post training)
  • Kickstart program, post training with experienced manager