How can you create a sales training action plan?

Para evaluar necesidades recomiendo una matriz: 1. Columna A: listado de todas las tareas que ejecuta el equipo comercial 2. Columba B: responsable 3. Columna C: calificación del 1 al 5 de importancia de esa tarea 4. Columna D: calificación del 1 al 5 de cómo se está ejecutando esa tarea. De esta manera, podrás analizar entre la importancia, la performance y la repitencia entre diferentes personas, dónde estás necesitando una formación.

I've found conducting one-on-one discovery sessions with reps and managers to be invaluable. It provides a more nuanced perspective into their specific challenges and motivations. Additionally, analyzing win/loss data and customer feedback reports can surface trends and opportunities that interviews alone may miss. By taking this assess-first approach, I've been able to create highly tailored enablement plans that drive adoption and business impact. It requires upfront investment but pays dividends in engagement and results.

Be close to the heartbeat of the participants. Perform qualitative and quantitative survey to acknowledge and validate their pain points and needs. Interview a sample size to hear their thoughts too.

The most impactful goals focus on driving behavioral change more than lagging result indicators. For example, increasing the percentage of reps having value-based conversations from 25% to 50% in 6 months versus simply revenue targets. This focuses the plan on building specific skills. Combining SMART quantitative goals with qualitative insights better paints a full picture of success. It enables the creation of holistic development plans that consider mindsets, skills, and behaviors needed to achieve larger business outcomes.

Design a journey instead of individual worksop- potentially include pre and post training support to supplement the workshop. Back up the training workshop with coaching and reflection opportunities.

The key thing here is to make the training engaging. The content can be perfect, look beautiful and be totally appropriate in terms of objectives, but if it is boring, then learners will struggle to complete it, never mind retain it. Often you will find the real value and lessons learned come from real life examples, so get the learners involved, tell stories, challenge them to work out the answers -it makes for a more satisfying experience. There are many times we remember experiences more than words in a book, so what can you do to make the lessons memorable? Chances are it's not going to be paragraphs of text in a work book!

For sales training action plan, make the implementation and recommended action steps as bite sized and practical as possible. Complexity often discourages the application.

There is a well known saying: 1. Tell them what you are going to tell them 2. Then tell them 3. Then tell them what you told them Clear communication is really important - if the sales team or the stakeholders don't know what is going on or are confused, then they are likely to be far less engaged. After all, it is THEIR training, not yours!

Sales professionals are constantly tied up with tasks. It's important to provide constant reminder and encouragement to implement the action plan. Offer archived resources in case they would like to revise or recap.

There can be a tendency to just ask for a 'happy' sheet at the end of the training in terms of feedback. This is useful, but the true value will be demonstrated longer term and must be measured by KPIs. However, also include factors like how participants have improved in confidence, motivation, planning skills and so forth. It's not all about numbers and one of the benefits of great training is that it should develop the whole person. So yes, you want the figures to improve, but you want the person to improve too.

Involve the superiors into the evaluation and assessment too. Get them to also support the implementation of the learners through on job practice and on job training.