The Key to Sales Success: Training Reinforcement

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While sales training can help employees, the real key to success is training reinforcement. View this powerpoint to learn how to enhance employee\'s performance and keep them learning. Also download a FREE whitepaper.

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The Key to Sales Success: Training Reinforcement

  1. 1. Training Reinforcement<br />Why training is a marathon, not a sprint. <br />
  2. 2. Training Reinforcement<br />“The ability to change constantly and effectively is made easier by high level continuity.”<br />-Michael Porter<br />
  3. 3. Training Reinforcement<br />What is it?<br />It is a long term commitment to learning, not just to training. It requires post-training learning segments using applied real world issues.<br />If you want to see a ROI to all day seminars, then you need to engage your employees after the event.<br />
  4. 4. Training Reinforcement<br /> Research<br />
  5. 5. Training Reinforcement<br />When sales managers are used to reinforce sales training, retention is increased by up to 63%.<br />Ventana Research<br /> ROI on training quadruples from 22% to 88% when reinforced by in-field coaching and reinforcement.<br />Ventana Research<br /> Training + Coaching led to an increase of 88% in productivity, vs. 23% from training alone.<br />Centre for Management and Organizational Effectiveness<br /> Research<br />
  6. 6. Training Reinforcement<br />One day of swinging a golf club is not going to make us the next Tiger Woods; just like one day of training is not going to make us sales person of the year. <br />We are not saying that sales seminars are not effective, but they aren’t effective without post-training.<br />
  7. 7. Training Reinforcement<br />Out With the Old <br />In With the New<br />
  8. 8. Training Reinforcement<br />Managers need to make sure that employees are learning effective material at seminars. They should be taught:<br />Ways to increase product knowledge<br />Ways to convey product value to customers<br />How to improve their skills <br />How to change detrimental behavior<br />
  9. 9. Training Reinforcement<br />It is vital that once a training session is over, managers actively encourage employees to apply what they learned to their every day activities.<br />Product Training<br /><ul><li>Webinar = Training Event
  10. 10. Training Reinforcement = Everyone emails their manager two questions they got they could not answer in the field
  11. 11. Follow-up Webinar</li></ul>Soft Skills<br /><ul><li>Workshop of Negotiation Skills
  12. 12. Pair up People and Have them Practice 2x weekly
  13. 13. Monthly each employee will present an actual case study from the real world they need to role-play and practice to prepare.</li></li></ul><li>Training Reinforcement<br />When implementing post-training, managers need to be aware of how adults learn. <br />They learn best independently and when the material directly applies to them. Adults want to be able to drive profits and performance in the most time effective manner; so, training needs to be short and to the point. <br />
  14. 14. Training Reinforcement<br />There are a couple of ways to reinforce training:<br />One on One Coaching – 45-60 minutes weekly<br />Peer to Peer – 30-45 minutes weekly<br />Group – 1 hour weekly<br />SDL – can be daily or bi-daily with 5-8 minute exercises<br /><ul><li>Each session should be filled with activity that the employees perform (role-play, discussion, etc.)
  15. 15. No more than one or two and these issues should be targeted for 3 to 6 months – this ensures change has not only started but has cemented itself.</li></li></ul><li>Training Reinforcement<br />One-on-One<br />At start of each session the prior learning activity should be reviewed. The session should be no more than 45 minutes but should include:<br /><ul><li>Learning Activity Review
  16. 16. Activity such as discussion or role-play
  17. 17. Real world discussion about specific work situation or customer
  18. 18. New learning activity assigned before next coaching session</li></li></ul><li>Training Reinforcement<br />Peer to Peer<br />Always have some assignment due at end such as staff emailing what happened or scoring sheets for how they saw their partner do, in a role-play or other assignment. This ensures the activity was done and there are some metrics.<br />
  19. 19. Training Reinforcement<br />Group<br />Group coaching is NOT a time for lecture but a time for employees to perform some action:<br /><ul><li>Activities include discussion, role-plays, etc.
  20. 20. Scoring sheets can be used.</li></li></ul><li>Training Reinforcement<br />Self Directed Learning<br />The tasks within SDL should be 15 minutes or less. The design of SDL is to have staff complete short activities within a defined area to help reinforce the learning in small segments.<br />
  21. 21. Training Reinforcement<br />Download our FREE whitepaper to learn more:<br />http://www.salesprogress.com/training-reinforcement-for-your-company/<br />
  22. 22. Sales Progress<br />Tim Hagen, President of Sales Progress, has been teaching his progress coaching program for over 10 years. His adult education background has allowed him to speak to the needs of adult learners. <br />For more information on Tim Hagen or his Progress Coaching System please visit: http:www.salesprogress.com<br />
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