How do you gain multi-store experience while still at the single-store level?

[kawi97]

OK...here's an attempt to get some discussion going.

Most District or Regional LPM positions require experience in a multi-store setting, or at least they would like some experience. Without already holding that district position, what are some of the things that someone still at the single-store level do to move up to that next level of management?

[allegasparkle]

Kwai, I'm not sure what type of retailer that you work for but, I work for Saks in the Department Store group what may be an option if you are in a similar situation is if there are "non-staff" stores that are a reasonable distance from your store you could volunteer to help out. I had two non-staff stores that I was by far the closest to and helped out quite a bit, walking the floor, inventory, internals ect.

It would depend on how much they are will to let you do that obviously, but you could point out to them that paying for milage is cheaper that paying for staff, or putting up with constant high shortage stores.

[kawi97]

thanks for the info allega... unfortunately, we don't have non-staff stores. But I do take advantage of every opportunity I have to go to other stores... whether it be for some training meeting, paperwork pick-up or whatever. It gives me a chance to talk to my counterparts at the other stores... to see what they're doing, compare notes, etc. Not quite the same...but... I guess it's a start.

[Thermo]

Originally Posted by kawi97

OK...here's an attempt to get some discussion going.

Most District or Regional LPM positions require experience in a multi-store setting, or at least they would like some experience. Without already holding that district position, what are some of the things that someone still at the single-store level do to move up to that next level of management?

Some may disagree with me - but experience is over-rated.

I look for folks that have the leadership potential to perform at that higher level and then promote them when they are ready.

Sometimes they come from within Loss Prevention - but just as often - they do not.

[kawi97]

Thanks for the response Larry... what indicators do you use to determine when they're ready?

[Thermo]

Let me reverse the question - what do you think a district or regional level leader needs to in terms of skills?

Larry

[kawi97]

Well, the good one's I've worked for inspired me to work hard, not just for them, but for the team or rather, my peers. They should also know what the heck they're doing. I remember having a DLPM who gave the impression she didn't know what she was doing. When we had problems and brought them to her attention, or simply needed guidance, she left us hanging. She wouldn't have the answer. She tried to put up a front, but we could tell she was in over her head. I guess that would be knowing one's limitations... Other than that, honestly, I guess I have no idea what it takes to get to that next level...