FEW THOUGHTS ON SALES-TRAINING
As and experienced sales-trainers, I see that there are three main issues often arises during the training process:
- The trainees – the salesperson
There are two main attitudes of these people when they participate it the training courses. The first type of trainees think that they come to class to gain more knowledge and skills to develop their professional, to perform better. The second type come to class reluctantly and therefore, it’s hard for them to absorb knowledge from the expert.
Another problem is that after the courses, many trainees don’t apply the new knowledge and skills immediately. They continue the do jobs in the old habits so business results are not improved.
- About the trainer
Many experts steps into sessions with a too confident attitude, because they think that they are already so experienced in doing this. However, many people can’t imagine that the previous training experience sometimes can not apply to all kinds of products in different industries.
That’s why so many programs can not deliver effectiveness to the participants because the knowledge is still very general and inconsistent with the customer-approaching style of their company. This shows that a lot of experts skip the pre-course survey to find out needs of the enterprise, which this is the key point to decide the success of the training course.
In addition, most experts focused only on the right teaching sales skills and inadvertently missed important aspects of the sales person’s attitudes and perceptions. Aiming to deliver the skills, the knowledge and attitude adjustment is the first priority in the training sessions. If not doing this, the skill is just useless and not become theirs. And then the application of skills can’t be as expected.
- About the work of training-staff
As a company’s representatives, they have to look for the outside training partners with heavy pressure. They have to face assessment of the boss about the course participants. Therefore, they demand the training unit to be very effective.
However, we should also sympathize with the experts. It’s hard to create great changes by only some sessions. And the change can only occur when there is coordination in the monitoring and evaluation from all parts. That’s not to mention the remuneration policies, encourage – a source of motivation to help sales team dedicated their maximum value.
Therefore, the training-staff please see the training course is just one way of improving the quality of human resource systems. Besides training there are many other ways to create holistic and long-term HR development strategy.