How do you ensure your sales team is ready for training?

Understanding their pre-requisites is quite important. Before, conducting any training, it is necessary to know a little bit more on the background of the trainees. Knowing the target audience helps prepare the training module accordingly.

Usually done at the beginning of the financial year, you may want to perform Training Needs Analysis. Send out surveys to the salesforce. Check with the superiors on their requirements and arising problems. Speak to the ground to see what's relevant for them now.

The key is highlighting what's in it for them. How will this make hitting quota easier? Help them have better conversations with prospects? Give them tools to close more deals? When they see the direct benefits, they'll be eager to learn and apply new skills. Training should never feel like a chore or box to check. It's an investment that pays dividends in their success.

Sell your ideas to the management and get their buy in. Then, speak to the superiors to receive their buy. Highlight the reason behind the sales training- is it to close a certain gap, is it to improve on a certain skill or is it to polish a certain competency?

Be cautious of how you communicate why training is being done. Often, companies wait until performance is sluggish and then want to give everyone a “boost” by having them attend training. Even worse is presenting it as “you’re horrible! Go to training!”Now, instead of training feeling like a key that can unlock parts of my performance to achieve MY goals, I feel like I just got sent to the principal’s office for punishment. Ensuring that you and your team view training as continuous improvement is key. Can you think of a high paid professional who doesn’t do continuous training either by mandate or BY CHOICE? I can’t. “Amateurs practice until they get it right but professionals practice until they can’t get it wrong.” Julie Andrews

Be clear with the stakeholders for this project. Besides just the learners, consider engaging their superiors too. They play a significant role in supporting the learners throughout the journey.

fundadores y líderes comerciales en empresas B2B que están creciendo cometen el MISMO error: contratan un nuevo ejecutivo de ventas y le piden que haga de todo: Prospectar, contactar por Linkedin, enviar mail, llamada en frío, reuniones de venta, presentaciones comerciales, follow up, armado de presupuestos, alta de clientes, implementar apps de sincronización de información con crm, y la lista sigue Es decir, le pone título de “vendedor” y en realidad lo nombra SDR, Marketing Manager, Account Executive, Sales Ops al mismo tiempo. Si te ha pasado, procura construir entornos de trabajo donde haya: + Claridad del paso a paso. + Medición de cada paso. + Espacio de co-reflexión recurrente para la mejora continua.

Pre-training materials are helping to prepare the frame of mind when they walk into the training room. It aligns their expectations and stimulate their curiosity. You may also want to perform assessment on their current understanding, needs and goals- so that you could relate to them better.

The real training starts after the class ends. The most important part of training is to move from Knowing to Doing/Being. Moving from the Brain to the Mouth and Hands. Consider supporting the learners with a community, forum, resource list and coaching.

I would say that it is important to build initially your sales team from people who are ready and eager to learn. When I was building my 1st presale department, right at the interviewing I was highlighting that if you are a knowledge-hungry person - you will be enjoying the process of working with me. Since every week we have some training activities on our weekly department meetings ( role-play, presentation, experience sharing from colleagues, books read and courses passed discussions) As a result, I have a team of highly-motivated people who don't want to escape or find an excuse for another training, but on the contrary, asking for it and sharing their ideas with me.

Preparar a tu equipo para una capacitación en ventas exitosa comienza con establecer expectativas claras. Comunica los objetivos del entrenamiento y cómo beneficiará tanto a ellos como a la empresa. Además, asegúrate de que dispongan del tiempo y las herramientas necesarias para participar plenamente. Involúcralos desde el principio, escuchando sus necesidades y desafíos. Esto no solo los motiva, sino que también permite personalizar la capacitación para que sea más relevante y efectiva. ?El compromiso y la preparación previa son clave para maximizar resultados!