Project Description
Over the next six months I plan to roll out a structured, pillar-based development track for our up-and-coming potential branch managers. The concept is simple: define four to five critical pillars of success, send each participant to shadow one of our top-performing branch managers for a few days each month, then have them return to their own location to apply what they learned before the next rotation.
Core pillars already confirmed:
• Leadership skills
Recruitment and retention
Scheduling and coordination
Business Development
• Conflict resolution
• Performance management
I am happy to add one or two supplementary pillars if your analysis shows they would round out the curriculum.
Delivery method
Everything will run as hands-on mentorship sessions led exclusively by our internal senior managers. I need a framework that shows mentors exactly how to structure each visit, which milestones to hit, and how to track progress between visits.
What I’d like from you
• A six-month calendar that breaks the program into monthly pillars, travel days, on-site practice periods and reflection checkpoints.
• Detailed session guides for mentors: objectives, discussion prompts, practical exercises and follow-up tasks.
• Participant workbooks or digital templates they can use to document goals, action plans and reflections after each branch visit.
• A simple assessment matrix so I can measure growth in each pillar at the 3-month and 6-month marks.
• Recommendations on how to keep mentors aligned (quick huddles, shared dashboards, feedback loops, etc.).
Acceptance criteria
1. All guides and templates supplied in editable format (Word or Google Docs).
2. Calendar and assessment matrix ready to plug straight into our existing HR platform.
3. Language and examples tailored to a multi-store retail environment.
With these pieces in place I’ll be able to launch the first cohort next quarter and start seeing measurable improvements across our leadership bench. Let’s build a program that turns solid supervisors into outstanding managers.