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 - Intermediate
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
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 altering
how work is done and how important is to create
new modules which will impact positively the Change.
•Changes typically result as a reaction to specific problems
or opportunities the organization is facing based on
internal 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 Growth
TRANSITION: Decision emotions,
resistance and process of the Growth
BEGINNINGS: 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 People
Meeting 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 Artist
focusing 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 shape
focusing on eye shadow categories

CHANGE MANAGEMENT
SKILL CERTIFICATION:
Focusing on IMAC steps, INVESTIGTION, POWERGROUPING, DEMONSTRATION, SHOW & TEACH technique
8-9th of Dec. Group skill certification on Lesson, Application and PHD
Total attendees: 37 makeup artist
Total 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 14
MAC 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 RT
MAC TECH and MAC TECH SEMINAR skill certification developing Retail Artist
Rolling out ADVANCE and FASHION SKILL CERT for FY 16 developing Retail Artist

ACCOUNTABILITY
OBJECTIVE :
To develop team accountability by learning how to link
team goals to Alshaya strategy and vision.
Identify how to build open communication channels
to 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 going
continuous
ownership
leading the team
listening
engage
be visible
leading by example
inbuilt 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 work
It’s not personal: don’t take things
personal, (feedback)
•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 responsibilities
Build rewards into success
Keep communication open
Work on creating atmosphere of cooperation and creativity
Align goals
How do you align goals and drive Accountability?
Creating SMART goals
Communicate expectation clearly
Monitor progress on goals to remain on target
Provide 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 progress
P provide feedback
L link to consequences
E evaluate effectiveness
Building blocks of Accountability:
Transparency
Honesty
Credibility
Integrity
Trust

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
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 elements
Know brand’s strongest product and services and does
everything possible to drive these
Identify products and services not reaching their potential and
recommend action to rectify these situations
Encourage savings for the brand without sacrificing customer
service and look for opportunities to reduce cost
Drive 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 calendar
The amount is reported in KWD & Local currency
Contains 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 housing
Overtime
GOS Social Security Visa
Airline tickets
Annual Quarterly Incentive
Severance Pay
Annual Leave
What impacts the Direct Controllable Cost?
Cleaning
Shrinkage
Sundry (security cash)
Training
Communication
Printing, computer, stationary
Repair
Maintenance
Local conveyance, Travel
What are considered as Indirect Controllable Cost?
Credit Card Commission
Rates/ Taxes
Utilities/ Water
Utilities / Electricity & Gas
Repair 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
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 team
Identifying 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 challenges
Overcome obstacles
What is Flexibility?
Capable of bending being bent
Easily changed: able to change or to do different things
Willing to change or to try different things
Why are resilience and flexibility skills important?
Workplace pressures /stress
Demanding managers/ customers
Rapid technology advances
High educated multi- skills workforce
Organizational downsizing /restructure
Fierce competition

LIVING IN A VUCA WORLD
COUNTERING VUCA REQUIRES:
VOLATILTIY UNDERSTANDING
UNCERTINITY VISION
COMPLEXITY AGILITY
AMBIGUITY CLARITY

PERFORMANCE MANAGEMENT
OBJECTIVE:
DEFINE PERFOMANCE MANAGEMENT
UNDERSTAND WHY WE HAVE PERFORMANCE MANAGEMENT
SET PERFORMANCE EXPECTATION
LEARN FEEDBACK TECHNIQUE
DEAL 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 EMPLOYEES
MANAGING POOR PERFORMANCE

WHAT ARE THE BENEFIT OF PERFORMANCE MANAGEMNT?
STAFF WILL DO BETTER JOB
INCREASE PRODICTIVITY
GREAT ACHIEVEMNT WITH LESS EXPENSES
BETTER USE OF RESOURCES
CLEAR EXPECTATIOBNS OF RECUIRED WORK
HOW DO YOU MANAGE PERFORMANCE ?
COMMUNICATE YOUR EXPECTATIONS DAILY
MONITOR , MEASSURE AND DOCUMENT PERFORMANCE
TAKE ACTIONS
PERFORMANCE MANAGEMENT SKILLS:
SETTING SMART GOALS
MENTORING, TRANING
PROVIDING CONSTRUCITVE FEEDBACK

DEALING WITH POOR PERFORMANCE
COUNSELING
PERFORMANCE IMPROVEMENT PLAN
DISCIPLINARY 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 SKILLS
BUILDING CONFIDENCE
GETTING FEEDBACK
FEELING 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 STANDARD
COACHING 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
GOAL: DEVELOP ROXANA MAKEUP ARTIST FOR THE
NEW ROLE MAC RESIDENT TRAINER FOR UAE
REALITY: 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 FORM
OPPTIONS: 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 GOALS
WAY FORWARD: MAC TECHNIQUE FACILITATIONS
FOR CUSTOMERS, UPDATE AND BASIC TR SUPORT

CUSTOMER FIRST
GWU – LEARNING LOG
CUSTOMER FIRST ACTION PLAN
WELCOME 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 TEAM
Utilizing 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 CERTIIFCATION
Our 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 CERTIIFCATION
One 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 GWU
NOEMI VASZI THANK YOU

Noemi Vaszi GWU program

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