It's time to reconsider your Sales Training Program or your Sales Training Delivering Results?
Sales is still a must for any company that wants to keep on the market. A recent Internet search hits discovered more than 471 million on the words sales or selling. On an Internet library pointed to a similar interest with almost 11,400 titles, including a sales 8208 keyword title with the keyword in sales and 4700 titles on Key Sales and Marketing.
Extensive studies by the American Society forTesting and Development (ASTD) found a direct cost of training was 2% of the workforce by another 10% increase in indirect costs. With all this interest and dollars invested in training and development of sales for a better, perhaps it is time to consider the development of your sales.
The following analysis is for you, your boss or your organization to the development will determine the effectiveness of your current marketing initiativeswithin your company. In the light of this rapid assessment, and ask for thoughts of view that following, some have argued to help you figure out how you really want to provide to the sales performance of the market that they need and more importantly in the current competitive global economy.
Before the training commitment to learning (learning a new skill) or development (improvement of existing capacity to improve the skills learned already)?
TrainingDevelopment
According Is there a minimum of 50 hours training per year, or the development devoted to the development of appropriate skills, knowledge, attitudes and habits necessary for the organization of a world-class?
Yes No
Third, the training and development offered on a weekly or biweekly offers opportunities for further implementation and feedback?
Yes No
Fourthly, the training and development offeredmonthly, quarterly or annually, which the commitment of more than six hours a day learning, without the possibility of feedback between the application and commitment to learning?
Yes No
Fifth is the training and development objectives reflect the current organization and supported from the top down by the Director-General and the Executive Committee?
Yes No
Sixth, the training and skills development based on "heart"?
Yes No
In the seventh case of training or education is based on developing basic skills, how many times you had to repeat it?
No 1 time 2 times 3 times 4 times or more
8th and training or development results on the "wanted" by?
Yes No
Ninth If the training or development is based on the "desired" results, many times repeated, if necessary> Training and development?
No 1 time 2 times 3 times 4 times or more
10th is the formation and development based on the strengths or weaknesses of each individual within the organization?
strengths weaknesses
Thoughts and Questions for Consideration
Now that you have completed this simple test, the following thoughts and questions to help determinethe effectiveness of your sales training or promotion.
Before the training commitment to learning (learning a new skill) or development (improvement of existing capacity to improve the skills learned already)?
Development Training
If the answer was the training and the goal is to learn a new skill, you're right on target! However, if your employees have skills, learning will focus onDevelopment. Development goes beyond training and working on building the What's In It For Me (WIIFM) leading to what is in it for us (WIIFU).
According Is there a minimum of 50 hours training per year, or the development devoted to the development of appropriate skills, knowledge, attitudes and habits necessary for the organization of a world-class?
Yes No
If the answer was yes, great! You and your organization for your employees and committedto the next level of success. If any part of the solution, but not, and want to create a world-class organization, as we shall see, in order to achieve this goal? Many of the traditional training or development is only focused on the knowledge and skills. But more often than not lack of supply caused by bad habits. Rehabilitation approach is the central driving force behind the mentality change and achieve sustainable results. Remember, if your employees have spentat least 20 years of something, or even 10 hours a year to learn not significantly change their behavior.
Third, the training and development offered on a weekly or biweekly offers opportunities for further implementation and feedback?
Yes No
If the answer was yes, again CONGRATULTIONS! People have many opportunities to learn new skills, so they are very practical "competent" in both their attitudes and behavior. For exampleWe all know what is 10 x 10. But few of us so quickly and with such confidence, which is 23 x 24 to respond.
Fourth is the formation or promotion, offer monthly, quarterly or annually, in commitments to learn than 5-6 hours a day, without the possibility of feedback between the application and commitment to learning?
Yes No
If the answer is yes, then learning was perhaps not the desired result and, possibly, the creation ofa negative return. Research shows that exposure to a single event this form of learning as a 1 or 2 full days of training and conference development results in 50% cognitive retention after 24 hours, 25% cognitive content at 48 hours and less than 2% of the cognitive retention to 16 days. Remember, the brains only included, but the fund will support.
Fifth, the training and development objectives reflect the current organization and supported from top to bottomCEO and executive committee?
Yes No
If you have answered yes, once you and your business to be in the running for success. If the answer is no, then you can consider to ensure your business goals, to adapt to watch. is an important question for a page in the name of your organization, each exactly the same top 3 organizational goals for this year? If not, that "Miss actions" may cost you in terms of finances, leadership, relationshipsboth external and internal growth and innovation?
Sixth, the training or skills development curriculum based on "core"?
Yes No
If you have answered yes, then their skills? Not all of these skills to work with and for your company and your employees?
If the seventh training or development of curriculum based on skills, how many times you repeat it?
No First time 2 times 3 times 4 times or more
If more than one answer, then a full core curriculum that is truly effective and provide the desired end result of the transformation?
8th and training or development results on the "wanted" by?
Yes No
If you do not answer, because this is a training or development?
Ninth If the training or development is based on"Desiderata" of results, how often have you repeat the training or development?
No 1 time 2 times 3 times 4 times or more
When nobody answered you, perhaps eventually the desired results are not clearly communicated throughout the organization. (See Question 5, a footnote.)
10th is the formation and development based on the strengths or weaknesses of each individualorganization?
strengths weaknesses
If you answered and weaknesses, the question arises: why winning teams win? This is because their weaknesses or strengths? Training and development should be based on the strength-weakness-no. A strength-based curriculum ensures that all his work to improve their strength and weakness.
This rapid review and comments and questions to helpIt is easy to see where your current efforts the results can be forwarded to the sale to ensure that training and development Is the end of your desired reality to deliver.
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