Pet Valu

Farheen Visram

Farheen Visram brings her wealth of experience in leadership, learning, and organizational development to foster growth in the retail sector. Her commitment to success is evident in her initiatives at Pet Valu, where she actively promotes a diverse and inclusive work culture. She aligns organizational strategy with the enrichment of employees, driving growth and engagement through customized, learner-centric solutions.

In an interview with Manager HR Canada, Farheen shares her insights into shaping the future with seamless integration of career mobility, comprehensive learning, and talent retention.

What are the current trends and challenges in the talent and training space?

I work in the retail space, and in my view, a significant trend is the effectiveness of self-paced online learning, which continues to be the most rapid way to deploy learning to the field. Where we see the greatest opportunity is coaching in the flow of work to reinforce these online lessons. We use a flipped classroom approach, where people learn theory online and convert their theoretical knowledge into practical application with the assistance of their coaches.

Our audience spans from part-time students working in stores to executives at head office. Effective leadership requires transferable coaching skills to ensure key behaviors are embodied, resulting in a more engaged workforce and positive business outcomes.

"Coaching requires time, patience, and consistency from leaders. Engaged leaders dedicate time for coaching within the flow of work by sharing timely feedback on observed behaviors and supporting the acquisition of new or enhanced skills. "

For instance, we are solidifying our approach to sales, which aligns with our culture of Safety, Compassion, Expertise and Efficiency, by making the connection between theory and application, driving behavioral changes, and positively impacting business outcomes. We implement best practices for self-paced learning, focusing on accessibility and inclusion, but this only becomes truly effective when coupled with on-the-job coaching.

Coaching requires time, patience, and consistency from leaders. Engaged leaders dedicate time for coaching within the flow of work by sharing timely feedback on observed behaviors and supporting the acquisition of new or enhanced skills. The industry is moving toward flexible and fluid training that aligns with individual career goals and helps meet employees’ long-term needs. People desire flexibility, accessible coaching, and leadership commitment to their growth. Our approach ensures that training isn't just about self-paced learning; it's also about hands-on day-in and day-out coaching in the field.

What are some of the developments you expect to see in the ongoing projects over the next 12 to 18 months?

Looking ahead, we're focusing on integrating long-term career mobility with short and long-term development plans for people, which involves identifying essential skills and exploring ways to deliver skill training to a highly dispersed workforce. The trend we're observing is an intense desire for career mobility, both within and outside the organization.

Balancing cost and organizational needs is essential. We've introduced expert training with incentives tied to compensation, recognition, and career development. The key shift is towards a more holistic learning approach, not just completing courses but also aligning learning with long-term career progression and strategic benefits to the organization, as a more skilled workforce allows us to deliver on our brand promise to our customers.

The goal is to integrate our learning investments into fostering long-term talent retention and development. This approach distinguishes us in the eyes of potential employees who seek coaching, mentorship, and career growth opportunities. Many are drawn not only by compensation but also by the comprehensive package of long-term career prospects.

What would be your advice to your peers who aspire to start a career in corporate training?

I'd emphasize the importance of developing coaching skills alongside subject matter expertise. Being an expert in your field doesn't automatically make you an effective coach. Coaching is a specific skill set that is crucial as you advance in your career. As you take on increasing responsibility over the course of your career and expectations shift toward effective delegation, time management, and strategic thinking, it’s increasingly important to be able to coach effectively and empower your team to accomplish their goals, giving them the space to excel. For those on the rise, investing time in building your coaching skills is essential. Make coaching a priority, and if you lack coaching skills, invest in learning how to be a good coach. Combining these skills with your subject matter expertise can be a powerful asset in building your team's capabilities as a leader.

From my personal experience, I wouldn't be able to focus on strategic work without a strong coaching ability. It requires prioritizing coaching, setting aside dedicated time for it, and working through challenges with your team. The investment of time is tremendously beneficial in building a team’s capability, ensuring long-term engagement and retention.