Archived mentor needed

Hey guys.
I need a new mentor. I've got one in my store but he doesn't make time for me. So even though I cane see to it that he and I work things out, I'd like to have a new one outside of my district or something like that, that and unbiased I suppose.

If anyone can work with me please let me know.

Thanks in advance!

What's your work center? Maybe I can help you a bit...

What exactly do you need to be mentored on?

I am a hard lines tl. I am over e&e, toys, home imp., auto and seasonal.
I've been working on my development. I want to get to the next pay grade or a srtl, my etl sees me at etl.

My challenges are:
Routine
Following up on my team
Consistency with ge metrics

The one thing I learned the most in my development process is that you need to own your own development. Set up calander invites and really push to make time with an etl. You need to constantly seek them out . I know I would have never been promoted had I not pushed so hard and really made it know that I wanted to be developed.

Also just some insite on your oppurtunities . If you want to get promoted following up on the team can not be an opportunity. That is the first thing you need to work on . If you were promoted you could potentially be leading the whole store. Metric wise I'm sure you know how important aar is. I know sometimes it's hard, but come up with an action plan on how to maintain a green metric. Really drive your team and make sure they understand the reasoning behind aar. Drive contests and get the whole store involved. Even if you are not green make sure you can speak to why your metrics are the way that they are. Really the biggest thing is being your own biggest advocate.

The biggest thing for metrics is managing talent. Make sure you have the right people in the right roles. If you have under performing team members talk to them, let them know your concerns and offer another work center. With my electronics team I've had to do just that. As well as any time I hire someone new their first day I let them know the goals and what I expect of them. (actually during the interview but then again in training). Monitor AAR daily (once u get the hang of doing it routinely you'll fly through the links and be able to check it quickly.) Motivate the team... one thing my GSTL in my store to motivate red cards is constantly says "well so and so got this many today..." to try to make it a challenge for the person to beat the other... Maintain good communication. If you're not there with your team (and often times you probably wont be) you need to know when things are being done correctly or someone is struggling, try to reach out to the ETL's or other TL's that may be there while your team is there, ask what issues they're seeing then hold people accountable. Accountability is huge... If you let one team member continue to perform poorly not only does it hurt scores, but other team members can easily begin to jump on that train and begin to think why should I bust my ass if this person isn't...

It always comes back to people. You need to hammer that piece out right now. If you can get great at managing talent, then your metrics will improve. Furthermore, you will need less "routines" for yourself because your team can take care of things for you. Focus on setting up a routine that gets THEM to set SP's, PTM, or take care of signage in your areas. If you become a Senior, you will need to be able to run your area just as successfully without actually working in it (which means your team will have to do it.)

Awesome. Thank you for your responses!

I probably should have gave more background on myself buuuuuut I didnt. I'm not new in role and I'm not new to target either. If I get a chance to put up reposte I will. I just had a craptastic day with an overload of new info and challenges for me and I want to just eh, leave it alone for now. Thanks again, maybe after some sleep!!

Sorry it's been a crazy week....

So I've got about 9 years with target, 3 years of that was gstl-ing and hl tl. You guys saw what my areas are up above. The other time with target was brand tm in different departments for years each.

So I'm no doubt a hard worker.
I've upped my game in following up, I was before but I suppose I trusted my team too much and now I'm passing through there more than my usual beginning and middle of my shifts. I'm document every single convo with any tm when it comes to performance good or bad ( not always necessarily writing pdd's )
My routine is hard to stick to bc we are, as everyone else is, very understaffed and I am pulled every which way. Some days very often I will literally push the autos and cafs *all day*. Even after I've told lod that this whatever day is my day to do something specific. I end up with an empty promise to be granted some amount of time.

I have a firm understanding of aar. We have just not had any consistency with guest. We are located by a big airport and the other surrounding area is housing development. We get mom's and their families and working folk for local businesses, oh and travelers either coming or going. We will have traffic falling through the roof buying stuff one week and the following week I know one day I had literally 2 guest come through my department. :-(
I've changed the teams perspective on how to approach guests, using different words for example as I recommend /I suggest in favor of do you have or need...?
That helped a lot. My team at the boat is green but the check lanes are not.... yeah I've been kind of lurking up there vulture style doing observations. Doing what I said about convos.


Yeah.... oh and I have such a hard time sending out weekly emails... what do you guys put in those? Last week I had skylanders prep and sent out the info on that but the week before I had nothing happen or change.

Alright guys...
New challenge.

How to go through your day with an even balance of tasking and leading.

So I make a to do list every week and try to prioritize the today deadlines from the end of the week deadlines. I am usually scheduled 10 or 11 a to 630p through 730p. So I deal with 1. Being the only one on the salesfloor till 4 or 7p. 2. Two rush hours where we get slammed with guests and I back up 3. Pushing the cafs. 4. Breaks and lunches

So I feel sometimes that I'm running from the front to the back doing something guest related.

I sometimes only get to my follow ups and statuses but can't get to say my much needed areas like seasonal. (I was being badly pressured for that but ETL pulled me every single day.)
So suggestions?

We understand. Thanks to my time, With no staff except you & electronics person during the day. Just do the best you can.