Welcome

Wella Base Capability Plan

What is it?

A digital training framework encompassing all the

topics in a sequential modular approach to
consistently on-board new hires and develop the
capability of experienced Account Managers.

Result; We will transfer knowledge into skills

enabling CBD Sales to deliver the Wella business
rocks.

Right Capability, Right People, Right Time.

Introduction
Alastair Symington – Regional Leader Wella
Case For Change
Capability Building Steps

• Assess Capability with

What?
myCoach • Align key development • Close the Capability
area in myCoach gap?

Who? How?
Step 1:
Train the Trainer
Agenda
Step 1 Train the Trainers
Timing What Who
15 minutes Introduction
20 minutes Concept & structure
20 minutes Explain the content
15 minutes Demonstration ALC Regional
30 minutes Discovery session Capability Manager /
Lunch Distributor Trainer

45 minutes Group Exercise

20 minutes Deployment
15 minutes Q&A & Close
Deployment Plan Overview
Recommended Top Down Role Modeling

• Train the Trainers

• Distributor Sales & Education leaders (DSR trainers)
Today
Step 1

• DSR Trainers deploy

NOTE: and enable Frontline managers
• DSR Head office
Step 2 ALC Regional Capability
manager to tailor Step 2 & 3
in this CPS to reflect the DSR
organisation
• Frontline managers deploy and enable Sales & Educators
• Area meetings
Step 3

• On-Boarding & On-Going “On the Job training”

• Who and What (myCoach)
Go Live • How (WBCP)
Feedback from the UK Pilot
Clear and detailed direction of how
to carry out my role successfully.
Gillian Birrell Acc manager (6 months)
UK Pilot
Key messages
Helped me to focus and prioritize
my opportunity areas with my
manager.
Gillian Birrell Acc manager (6 months)
In a co-ride training environment
there’s a lot of talk and chat…the
WBCP provides the context of what
I’m trying to say… it backs up my
learning objective.
Roy Hayes UK Field Sales Trainer
Refreshed my memory of subjects
learned in my ITC and
demonstrated how they could be
practically used in the field.
Luke Salter Acc manager (3 ½ years)
Wella Base Capability Plan
The Concept

Designed to grow the capability;

1. A New starter
2. An Experienced Account manager
3. Support Commercial & Product Initiatives

Leveraging;
• myCoach
• 70:20:10 Learning principles
• EDAC training model
EDAC Training model
The Structure

ON-BOARDING ON-GOING DEVELOPMENT

Explanation

Demonstration Application Consolidation

Knowledge Skill
Effective Learning
70:20:10 Principles

10% 20%
Materials From Others
Effective Learning
70:20:10 Principles

70%
By Doing
Effective Learning
Sequential modular approach

Operational
Fundamentals
Effective Learning
Opportunity to close identified Capability gap

Product
Knowledge
Effective Learning
Pace determined by the Skill of the Manager and the Will of
the learner.

Basic
Selling Skills
Effective Learning
Step 3 to 6, each topic a training opportunity in its own right.

Building on
the fundamentals
Effective Learning
Key Business Drivers which drive salon revenue

Key Business drivers

Effective Learning
Skills Consolidated in the principles of GAINing competitor
customers

GAIN
Principles
Effective Learning
Once we’ve GAINed them, how do we GROW them?

GROW tools
Training materials and Validation
Opening Page
Sales has 2 Choices…
Training topic
Available Training tools

Landing Page
A summary of the training topic

Supporting Document
Materials to provide deeper into
the topic (PDF, Ppt, Video)

On the Job Training guide (OJT)

Step by step guidance for the
manager / trainer.
Where are the tools?
Drop down Toolkit button
NAVIGATION
Deselect before you Select
NAVIGATION
Deselect before you Select
Check Steps & Validation
How to measure progress and Target group

Validation

New Hire Experience

• End of On-Boarding •Training Topics only

• Training Topics
• Mid Point
• Final Validation
Check Steps & Validation
New Hire

• End of On-Boarding
• Mid Point
• Final Validation

Outcome
Both the Learner and Trainer are satisfied that the Learner
has internalised the knowledge sufficiently well enough to
work independently in the field and to manage their territory.

Introduce and explain the myCoach Application

Check Step & Validation
New Hire

• End of On-Boarding
• Mid Point
• Final Validation

Outcome
Both the Learner and Trainer will either be satisfied that
the Learner has transitioned from “Knowing” the topics in
Stage 3-6 to consistently demonstrating them as a “Skill”,
or not.
Validation
New Hire

• End of On-Boarding
• Mid Point
• Final Validation

Outcome
The Learner will be assessed and marked against a
defined set of criteria linked to the 6 Steps of the Call and a
subset of attributes within each of the 6 Steps linked to the
content of the Wella Base Capability Plan
Validation for Experience & New hire
Specific Training topics

Validation Objective Validation Guideline

Is to determine that the Learner Split into two areas;
understands the training topic and can 1. Knowledge validation
independently demonstrate this knowledge 2. Skill validation
as a skill

Next Step
Once the trainer is happy that the
Learner is competent in the
knowledge of the subject and in its
transition to being a skill, they can
award validation for this topic in the
WBCP
Validation?
Training topic “Grey’s out”
Capability Progression

New Hire Final

Validation
Mid Point
Validation
On the Job Training
On-Boarding
Introduce
Validation
myCoach

Transition
myCoach- Competency Level 3:
Watch out! “Uses frequently; minimal areas
Line manager to lock BIFT dates of improvement needed”.

FAST Start
Capability building cycle

Full Capability
Review (FCR)
(myCoach)

Align Key
Training topic development area
validation (myCoach)

Conduct the Preparation phase

Training OJT Guide
Discover the functionality
Installation
Leverages Binder technology

Binder Step by Step Guide

Once the final English Master version is signed off, the local versions will
Overview
be translated and adapted by Twentysix
Update with ALC DSR download instructions for FS
The final localised version of the WBCP will be added to Box.com into a
Step 1
folder called “WBCP – [Country name]”

The SMO Capability manager will supply Twentysix with a list of users that
Step 2
need access to the WBCP. Twentysix will add the names to the folder.

Once given access, users simply open Binder app on iPad and the
Step 3
localised WBCP will be available to download

Step 4 Star the folder to save offline and tap to download and open automatically
Discovery Session
Objective

At the end of this session you will be able to;

• Explain how the WBCP builds Capability to deliver a High
Performing organisation
• Navigate within the tool.
• Explain the Features of the WBCP
• Explain the Benefits to a New hire.
• Explain the Benefits to experienced Account Manager.
Discovery Session
Self Discovery

Self Discovery
Explore the functionality of the tool.

•Landing pages
• Supporting documents
• On the Job Training Guides

•Individual Topic completion

• BIFT Manual
• Validation steps
• Final Validation score card
Discovery Session
Group Exercise & Feedback Session

Group Exercise

What are the potential barriers to adoption?

What are the potential solutions?

•Group #1 > From a Learners perspective (New / Experienced)

•Group #2 > From a Managers perspective (New / Experienced)

Feedback Session

“Present back Group findings and solutions”

Discovery Session
Group Exercise & Feedback Session

Group Exercise

What are the potential barriers to adoption?

What are the potential solutions?

•Group #1 > From a Learners perspective (New / Experienced)

•Group #2 > From a Managers perspective (New / Experienced)

Feedback Session

“Present back Group findings and solutions”

Deployment
What are the important points to consider?

• Engage early adopters e.g; opinion leaders, Frontline

managers and Sales Reps.

•Be choice full on training topics, prioritize “Operational

Fundamentals” (Stage 3) as the base and build form there.

• Master navigating within the tool.

•Keep it simple!
Tiered Rollout - Overview
Recommended Top Down Role Modelling

• Train the Trainers

• Distributor Sales & Education leaders (DSR trainers)
Today
Step 1

• DSR Trainers deploy

NOTE: and enable Frontline managers
• DSR Head office
Step 2 ALC Regional Capability
manager to tailor Step 2 & 3
in this CPS to reflect the DSR
organisation
• Frontline managers deploy and enable Sales & Educators
• Area meetings
Step 3

• On-Boarding & On-Going “On the Job training”

• Who and What (myCoach)
Go Live • How (WBCP)
Trainers Deployment to Frontline managers
Step 2 Agenda (Proposed)

Timing What Who

15 minutes Introduction
20 minutes Concept & structure
20 minutes Explain the content
15 minutes Demonstration DSR Sales leader /
30 minutes Download & Discover DSR trainer
45 minutes Group Exercise
20 minutes Deployment
15 minutes Q&A & Close
Frontline manager to Front Line Sales
Step 3 Agenda (Proposed)

Timing What Who

10 minutes Introduction
20 minutes Concept & structure
20 minutes Explain the content
Area Manager /
15 minutes Demonstration
DSR trainer
30 minutes Download & Discover
20 minutes Q&A
10 minutes Expectations & Close
Success Measures
What does success look like?

• Ensure frontline managers are identifying Key development areas of their

people
 Average # Field Contact Forms (FCF) submitted per month
Target: 1 FCF per Direct report per month. (Either FCR or C&E)
Note: 1 Full Capability Review once per quarter per rep, once per
month per new hire.

• Ensure the coaching/ development discussion is happening

 Reviewed in “Personal Development plan” in myCoach
Target: 100% frontline have a Development plan & review/ work on it
when co-riding.

• Ensure all New Hires validated

 Formal recognition for all new hires from GM.
Target: Within 6 months
Success Measures
What does success look like?

• Ensure frontline managers are identifying Key development areas of their

people
 Average # Field Contact Forms (FCF) submitted per month
Target: 1 FCF per Direct report per month. (Either FCR or C&E)
Note: 1 Full Capability Review once per quarter per rep, once per
month per new hire.

• Ensure the coaching/ development discussion is happening

 Reviewed in “Personal Development plan” in myCoach
Target: 100% frontline have a Development plan & review/ work on it
when co-riding.

• Ensure all New Hires validated

 Formal recognition for all new hires from GM.
Target: Within 6 months
Success Measures
What does success look like?

• Ensure frontline managers are identifying Key development areas of their

people
 Average # Field Contact Forms (FCF) submitted per month
Target: 1 FCF per Direct report per month. (Either FCR or C&E)
Note: 1 Full Capability Review once per quarter per rep, once per
month per new hire.

• Ensure the coaching/ development discussion is happening

 Reviewed in “Personal Development plan” in myCoach
Target: 100% frontline have a Development plan & review/ work on it
when co-riding.

• Ensure all New Hires validated

 Formal recognition for all new hires from GM.
Target: Within 6 months