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Sales Progress
11514 N. Port Washington Rd.
Mequon, WI 53092
Sales Progress LLC
7 Step
Sales
Training
Strategy
7 steps that guarantee
sales performance and
results. Design Reinforcement Real World
In order to see results, Try out different methods There is one more step to
companies need to design a and learn the different training. If you want to
strategy that is specific to techniques to help you enhance employee’s
each sales team’s needs. It reinforce training. This is performance, then you need
should target: knowledge, the key to successful to coach for real world
skill & behavior. training. application.
2
Sales Progress LLC
Step 2: Short, engaging during events. If they are engaged questions and give advice. Not
and attentive, they are going to only do they learn from one
events learn more and apply more. another, but they also teach one
another. This technique reinforces
Training events are Managers need to keep learning, and it encourages
important to any salespersons employees engaged with training teamwork. Employees are more
learning. Seminars provide reps at work as well, but be sure to likely to open up about fears or
with the tools to succeed, but a Take into consideration the adult anxieties that they may have when
majority of the time, employees are learning process and tailor your they are with a peer as opposed to
left feeling bored and they do not coaching sessions. After a with a manager. This helps to
always see any appeal to spending seminar, sit down with employees strengthen relationships and solve
their day this way. Think about it in a group setting and ask them to real problems.
this way, most of us have trouble explain what they learned and what
actively listening to a customer or parts they thought were applicable The thirty-second coaching
co-worker for more than 15 to real world activities. Group technique is the quickest tool a
minutes; so, it is difficult to imagine meetings encourage employees to manager can use. It is a short,
sitting through an all day seminar. listen to what others learned, and direct, high-energy approach to
in turn, they may pick up building and sustaining change
Most people have short something they may not have with repeatable short bursts. If you
attention spans, and you do not heard at the seminar. use this method, make sure to be
want to spend money on specific to an employees needs
something that an employee is not Another tactic to keep and give positive feedback. Meet
going to be able to sit through. So, employees engaged and learning with your sales rep for thirty-
make sure that seminars are short, is the peer-to-peer meeting. Two seconds and ask them a direct
two to three hours at maximum. sales reps are asked to sit down question. Quickly find a solution
Encourage reps to participate together and ask each other and send them back to work.
The Only Way to Gain Confidence is
to Practice, Practice, Practice.
Develop your skill sets.
Step 3: Dedicated Practice Sessions can see where they need to improve, and they can
take it upon themselves to enhance their
Ded-I-cated: to devote wholly and earnestly, as to performance in these areas.
some person or purpose
Our system of rating is called the Progress
While you do not need to devote everything to Coaching System. It uses a method that measures
your job, it is important that we do dedicate some of the level of performance against the defined
our time to enhancing our sales abilities because we functional requirements. The design allows for
should want to be successful as a sales team and as a managers to pick various coaching approaches, and
company. it then distinguishes between the employee’s
perspective, the manager’s view and the actual gap
Dedicated practice sessions refer to time put between the two.
aside at the workplace for employees and managers
to review what they have learned after training During practice sessions, employees should
seminars. They engage employees in activities that be ‘dedicated’ to improving their abilities, and there
will help reinforce key points of a seminar, and they are techniques that managers can use to show
simulate and practice for real world application The sales reps what they need to work on. They can
sessions should last about 30-40 minutes, and resort back to group training, or they can even use
throughout the dedicated practice sessions, sales reps the peer-to-peer methods. This requires co-workers
should be assessing themselves and their to tell one another where there is room for
performance. This way managers can compare how improvement, and they can strategize together to
they believe the employee is performing to how the come up with a solution. The last technique is self-
employee sees himself or herself. Managers should directed learning. Employees are asked to complete
use a score sheet that measures strengths and short activities within a defined area that help
weaknesses. By referring to a score sheet, sales reps reinforce learning in small segments.
Sales Progress LLC
Step 4: Scheduled Management continuing their bad habit over weeks or months.
-Draw upon your real world for application to actual business imperatives
For example: Have employees name a customer they tried to apply the content to and email their manager the
results. The key is to build in a "required" real world activity to ensure application of the training content.
New technology has provided us with the ability to access content about sales and our industry from just
about anywhere. Managers should provide employees with this content and material to encourage continuous
learning.
Step 6: Best Coaching Managers that coach This immediately
effectively will see results changes the way a sales
Practices
from their sales team. Great rep will react to the
It is important that managers know two things: question.
managers sit down with
employees, either weekly or bi- 1. Don’t tell your Furthermore, do
weekly, to discuss their change employees what to not tell your employee’s
and improvement. During this do what to do. If your sales
meeting, there are a couple of rep approaches you with
topics that should be brought up.
2. Use positive language a question, do not
When you do sit down with immediately give them
First, managers should the solution. Instead ask,
talk with their sales rep about your employees to discuss
their performance, be sure “What do you think you
their specific performance
to use positive words. As should do?” Together,
challenges. Managers should get
soon as you throw out a you and your employee
an idea of what the employee
thinks is their number one word like “wrong,” can figure out a solution,
weakness. This brings the employees will shut down and without them
manager’s attention to the and stop listening. Instead realizing, they are
problem, and if they are aware of starting a sentence with, teaching themselves
that their rep struggles in this how to solve the
area, then they can watch to
make sure that the employee is
practicing improving in that area.
Finally, an open
discussion should evolve when
having a one-on-one meeting.
Both employee and manager
should be able to freely talk about
any strategies and techniques
that can be used to enhance an
employee’s performance.
Step 7: Real World
Applicability