SM - MODULE 3 - WEEK 1

It is primarily used for socializing among team members.

It helps in aligning teams, reinforcing culture, and preventing performance drift.

It serves as a tool for micromanaging employees.

It is mainly focused on enhancing individual performance rather than team dynamics.

It helps to increase sales and profits.

It fosters a competitive environment among employees.

It helps uphold expectations, correct drift, and shape store culture.

It reduces the need for team meetings.

TSMs coach SSAs to uphold standards, manage team tone, and resolve misalignments confidently.

TSMs primarily focus on administrative tasks and paperwork for SSAs.

TSMs are responsible for hiring new SSAs and managing their contracts.

TSMs provide technical support to SSAs but do not engage in coaching.

It helps in tracking tone-setting, feedback, and accountability, ensuring clarity and consistency in communication.

It serves as a tool for personal reflection and self-improvement.

It is primarily used for archiving past decisions and actions.

It is a means to reduce the workload of team members.

Contact Reports are used to schedule meetings and events.

Contact Reports serve as formal documentation to lock in expectations and reinforce accountability.

Contact Reports are informal notes taken during conversations.

Contact Reports are primarily used for financial reporting.

They form a leadership triangle; when one is weak, the others are affected, impacting overall team performance.

They are independent factors that do not influence each other.

They are only relevant in large organizations and have no impact on small teams.

They are interchangeable terms that mean the same thing.

TSMs should apply and test their leadership skills in real-time, providing feedback and support to their teams.

TSMs should focus solely on sales numbers and ignore team dynamics.

TSMs should avoid giving feedback to their teams to encourage independence.

TSMs should only observe without interacting with their teams.

It highlights the importance of punctuality in shift management.

It emphasizes the TSM's responsibility to manage the overall culture and performance across multiple teams.

It suggests that managing a shift is a simple task.

It indicates that shifts should be managed independently without team collaboration.

TSMs support SSA growth by coaching them to manage team tone, reinforce standards, and resolve misalignments.

TSMs primarily focus on increasing sales without any team management responsibilities.

TSMs are responsible for hiring new staff and managing payroll for SSA teams.

TSMs only provide technical support and do not engage in team dynamics.

Improved service standards, stronger SSA confidence, and a powerful team

Increased individual performance and competition

Higher turnover rates and employee dissatisfaction

Reduced communication and collaboration among team members