Not training your community of partners and customers? You could be missing out on a big opportunity for boosted sales and increased customer loyalty. See how.
10 Do's and Don'ts for Developing an Effective Game-based Sales Reinforcement...QstreamInc
It’s one of the dirty little secrets of sales training: Your reps will forget most of the information relayed to them in just a matter of days.
What experienced sales enablement professionals understand is that sales reps must be able to apply that knowledge to fully encode it into memory and drive the necessary behavior changes.
The good news? A new breed of game-based, sales enablement application, optimized for both engagement and long-term knowledge retention, is quickly becoming a must-have for forward-thinking companies.
For anyone considering investing in a reinforcement solution, our latest Qpaper offers a list of must-do’s (and a few don’ts…) to get the optimal benefit for your reps, and your bottom-line.
ab 219 unit 1 assignment marketing philosophies new,ab 219 unit 2 assignment movie insights inc new,ab 219 unit 3 assignment barclays bank new,ab 219 unit 4 assignment u drive transport new,ab 219 unit 5 assignment bon vivant organic gourmet new,ab 219 un
10 Do's and Don'ts for Developing an Effective Game-based Sales Reinforcement...QstreamInc
It’s one of the dirty little secrets of sales training: Your reps will forget most of the information relayed to them in just a matter of days.
What experienced sales enablement professionals understand is that sales reps must be able to apply that knowledge to fully encode it into memory and drive the necessary behavior changes.
The good news? A new breed of game-based, sales enablement application, optimized for both engagement and long-term knowledge retention, is quickly becoming a must-have for forward-thinking companies.
For anyone considering investing in a reinforcement solution, our latest Qpaper offers a list of must-do’s (and a few don’ts…) to get the optimal benefit for your reps, and your bottom-line.
ab 219 unit 1 assignment marketing philosophies new,ab 219 unit 2 assignment movie insights inc new,ab 219 unit 3 assignment barclays bank new,ab 219 unit 4 assignment u drive transport new,ab 219 unit 5 assignment bon vivant organic gourmet new,ab 219 un
it explains the complete Training and its types . any body want to present in the class or before the audience .or contact me on slide-share and get the slide.
Getting the funds you need to run and grow a channel organization can be a struggle. Often channel teams are the key path to much or all of a company’s revenue, yet are often woefully underfunded. You may be a superstar at partner marketing or sales strategy, but why do you often hear ‘no’ when trying to fund what you know you need to be successful?
The good news is you don’t need to be a financial or legal expert to run and grow a program. But you do need to understand what to pay attention to, and how to measure it, and how to talk about it with the rest of the company.
Training & Development methods really add value to the workforce of the organization & also towards the achieving the productivity of the organization.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
it explains the complete Training and its types . any body want to present in the class or before the audience .or contact me on slide-share and get the slide.
Getting the funds you need to run and grow a channel organization can be a struggle. Often channel teams are the key path to much or all of a company’s revenue, yet are often woefully underfunded. You may be a superstar at partner marketing or sales strategy, but why do you often hear ‘no’ when trying to fund what you know you need to be successful?
The good news is you don’t need to be a financial or legal expert to run and grow a program. But you do need to understand what to pay attention to, and how to measure it, and how to talk about it with the rest of the company.
Training & Development methods really add value to the workforce of the organization & also towards the achieving the productivity of the organization.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Many companies have OEM, Channel Partner Distribution models, or third party vendors to help them sell. In this presentation we share best practices and case studies from Kuehne Nagel, Atlas Copco, and Metso Mining.
Total Customer Focus: Changing customer relationships where it matters mostGlobal Partners Inc.
Total Customer Focus is a program that provides participants with the skills and capabilities to change their relationships with customers and capture these new opportunities. These changes in expectations and relationships between customers and suppliers require front-line people from Sales and Technical Service to fundamentally change the way they interact with customers. Those organizations that fail to equip their front-line people with the necessary skills and capabilities will be relegated to being commodity suppliers or worse. However, those who recognize and address these changes will capture new opportunities by leveraging their front-line to create significant value for their customers and their own organizations.
After 15+ years of leading relationship marketing initiatives, I've developed this blueprint for a comprehensive customer loyalty strategy.
The focus is primarily on digital content subscriptions and SaaS, however these principles will work for any business looking to increase customer loyalty and lifetime value.
Please share your comments and questions!
My contact information is on slide 31 if you'd like a copy.
CHAPTER 2: MARKETING PRINCIPLES AND STRATEGIES
Lesson 1: Relationship Marketing
Lesson 2: Customer Value
Lesson 3: Customer Relationship Development Strategies Lesson 4: Customer Service Strategy in the Philippine Business Enterprise.
Resources: Principles of Marketing of Dr. Serrano.
Digital Advertising: Rethinking Practices for RecruitmmentConverge Consulting
Jay and I had the opportunity to present on digital marketing and recruitment to a room full of amazing people at the EMBAC 2016 National Conference. Great questions were asked, and in true New Orleans fashion, a Lagniappe was promised at the end of the presentation.
Find out the easiest way to effective customer education with a Learning Management System. Explore the SlideShare to know 5 ways how an LMS can take your customer training game to another level!
Hustle Solutions: Investing in User Experience ExpertiseTina Selwyn
Overview of our approach to improving user experiences within digital environments for large corporations and small businesses. We believe that investing in outside help will dramatically improve customer and prospect journeys and support improving key business metrics.
Keys to Successful Workplace Banking (Bank at Work)David Kerstein
Workplace Banking is designed to expand the reach of a bank’s distribution network by creating a proactive sales strategy that efficiently acquires new customers, and cross sells to existing customers. It addresses strategic challenge banks are facing today: Need for revenue growth, but customers shifting away from branches, which have been traditional source of acquisition and cross sell.
How to Create a Marketing Plan for Online Employee TrainingBizLibrary
I bet you didn’t think you’d need marketing skills when you joined the learning and development industry. No worries, we’re here to help. Ultimately, both marketers and learning professionals want their audiences to take some specific action. Whether you're trying to sell a product or convince an employee to use a new skill, you're trying to persuade someone to do something.
In this webinar we’ll provide:
• An overview of the implementation process of a new online learning platform
• How to develop a marketing strategy
• How to develop target audiences
• How to create a marketing plan
• Marketing methods and techniques that keep your employees engaged
www.bizlibrary.com
Profesionalism in efficient customer serviceTimothy Wooi
Course Objectives:
To be exposed to the importance of Professionalism for excellent customer service in the digital era.
To benchmark excellent professional customer service attitude as the foundation of an excellent customer service strategy making lasting first impression to significantly impact business success.
To understand the definition and the importance of customer service quality, strategies and skills and to apply them in providing an excellent customer service with professionalism.
To understand the Principles of an efficient customer service skills with 21 examples to develop from.
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
Core, Learning, Connect & Mobile First Looks - Oct. 16
How to Train Your Partners & Customers
1. A guide of best practices and examples
YOUR PARTNERS & CUSTOMERS
2. 2How to train your partners and customers | A guide of best practices and examples
Finding new business. Closing deals.
Retaining customers. What do all of
these have in common?
They all require a deep awareness of your organization’s evolving role in
the marketplace in order to be successful. It’s assumed that you’re making
sure employees know and understand the benefits and use cases of your
products and services. But have you stopped to consider if your extended
network of partners and customers fully know the value of your offerings?
If not, you could be missing out on a hefty opportunity to boost sales and
customer loyalty—through training.
3. page 3 How to train your partners and customers
3How to train your partners and customers | A guide of best practices and examples
Boost loyalty: When partners and customers know how to effectively sell and
use products and services, they will remain more loyal because they are able to
provide and receive top-notch customer service.
Sell more: With more knowledge about what they’re selling, partners will
provide better service and be able to sell more products.
Decrease costs: Training a large group of, say, sales associates can cost a lot
of time and money when teams are dispersed across the country. A learning
technology lets a company connect with teams across different locations while
boosting the productivity of training.
Why training customers
and partners matters
4. 4How to train your partners and customers | A guide of best practices and examples
Now that we know why training the extended network is a
must-do, let’s dive into how we do it.
Here are 8 best practices:
5. 5How to train your partners and customers | A guide of best practices and examples
Create a central location for
all training resources
Benefit: One centralized portal makes it easy to deliver and maintain
consistent training, ensuring employees, partners and customers are all up-
to-date on the latest resources.
6. 6How to train your partners and customers | A guide of best practices and examples
Provide real-time training
on new products
Benefit: With a technology-based learning system,
the time lag between rolling out a new product
and educating the extended network is eliminated,
increasing partners’ and customers’ ability to
provide stellar service.
7. 7How to train your partners and customers | A guide of best practices and examples
Address common issues that
the extended network reports
Benefit: When partners are armed with the answers to FAQs,
companies can reduce the number of redundant questions
to the call center, and partners and customers can get the
answers they need faster.
Q
FAQ’S
A
Q
A
8. 8How to train your partners and customers | A guide of best practices and examples
Collaborate across social channels
Benefit: Companies that engage partners and customers on wikis,
blogs, social network profiles and forums provide continuous learning
opportunities no matter where the extended network is online — this also
creates an opportunity for partners and customers to share knowledge and
learn from others’ experiences.
9. 9How to train your partners and customers | A guide of best practices and examples
Incorporate company procedures
and standards
Benefit: When risk and compliance training is baked into customer and
partner enablement, companies mitigate problems that could result from a
lack of communication with partners and customers.
10. 10How to train your partners and customers | A guide of best practices and examples
Create competition with
certification programs
Benefit: Everyone has a small — or big — competitive streak, so offering
various levels such as gold, silver and bronze motivates the extended
network to continue learning.
11. 11How to train your partners and customers | A guide of best practices and examples
Monitor the success of programs
through an analytics dashboard
Benefit: Companies can measure the impact of their training on sales
performance and customer satisfaction — plus they can see how partners
and customers prefer to learn.
12. 12How to train your partners and customers | A guide of best practices and examples
Turn learning technology
into a revenue stream
Benefit: By offering customers and partners training at a cost, companies can
create a new source of revenue while offsetting the technology investment
costs. For example, tech companies commonly derive 6 to 10 percent of total
revenue from training.
13. 13How to train your partners and customers | A guide of best practices and examples
How do we know these are best practices? Many
companies have proven that extended network
training boosts their performance.
Let’s take a look at three companies that drove big results:
14. 14How to train your partners and customers | A guide of best practices and examples
MetroPCS, a wireless communications service, created Metro University with
80 dynamic online courses to train 5,000 dealers and sales associates about
the latest technology and rate plans.
3 big results:
Increased productivity
and profitability.
Accelerated onboarding
of new associates.
Instant ability to analyze the
number of completed courses
against the amount of sales.
1 2 3
15. 15How to train your partners and customers | A guide of best practices and examples
Education isn’t just about teaching students, it’s about teaching educators and
superintendents too. That’s what Pearson Education, a media and education
company, did by providing educational and professional development training
to 30,000 members of its extended network.
3 big results:
Updated courses on
a rolling basis.
A fully trained
global network.
Record course completion
and certifications.
1 2 3
16. 16How to train your partners and customers | A guide of best practices and examples
American Bankers Association, a financial company that provides compliance and skills-based
training to bankers, has a highly engaged extended network of 130,000 bankers who complete
150,000 courses each month. After a bank’s staff completed the courses, one bank increased new
customers by 70 percent, and another bank saved $47,000 annually on professional development
and compliance training.
3 big results:
Reduction of costs.Ability to drive return
on training investment.
Custom learning
opportunities.
1 2 3
17. 17How to train your partners and customers | A guide of best practices and examples
No need to wait — it’s time to dive into
training the extended network!
18. 18How to train your partners and customers | A guide of best practices and examples
Learn more at www.csod.com
Cornerstone OnDemand is a leader in cloud-based applications for talent management. The company’s solutions help organizations recruit, train,
manage and engage their employees, empowering their people and increasing workforce productivity. Based in Santa Monica, California, the company’s
solutions are used by over 1,700 clients worldwide, spanning more than 14.5 million users across 191 countries and 41 languages. For more information
about Cornerstone, visit csod.com. Read Cornerstone’s blog at csod.com/blog. Follow Cornerstone on Twitter at twitter.com/CornerstoneInc. Like
Cornerstone on Facebook at facebook.com/CSODcommunity.