What are the most effective ways to train and develop partner development teams?

1 Define the BRM role

The first step to train and develop partner development teams is to define the BRM role clearly and consistently. The BRM role is not just about managing contracts, transactions, or issues. It is about aligning the partner's goals, needs, and expectations with the organization's strategy, capabilities, and value proposition. It is about fostering trust, communication, and mutual benefit. It is about enabling co-creation, co-innovation, and co-delivery of value. Therefore, partner development teams need to understand the scope, responsibilities, and competencies of the BRM role and how it differs from other roles in the organization.

2 Assess the current state

The next step to train and develop partner development teams is to assess the current state of their skills, knowledge, and mindset. This can be done by using various tools and methods, such as self-assessments, feedback surveys, interviews, observations, or performance reviews. The purpose of this step is to identify the strengths, weaknesses, gaps, and opportunities for improvement of each partner development team member and the team as a whole. The assessment should cover both the technical and the relational aspects of the BRM role, such as business acumen, partner knowledge, value management, communication, collaboration, influence, and emotional intelligence.

4 Implement the learning plan

The fourth step to train and develop partner development teams is to implement the learning plan in a timely and effective manner. This means providing the necessary resources, support, and guidance to the partner development team members and the team as a whole. It also means creating a conducive learning environment that encourages curiosity, experimentation, reflection, and feedback. It also means ensuring that the learning activities are relevant, engaging, interactive, and practical. The implementation of the learning plan should be monitored and adjusted as needed to ensure that it meets the expectations and needs of the learners and the organization.

5 Evaluate the learning impact

The fifth step to train and develop partner development teams is to evaluate the learning impact on their performance, behavior, and mindset. This can be done by using various tools and methods, such as tests, quizzes, surveys, interviews, observations, or metrics. The purpose of this step is to measure the extent to which the partner development team members and the team as a whole have achieved the learning objectives, outcomes, and indicators. It is also to identify the benefits, challenges, and lessons learned from the learning process. The evaluation should be done at different levels, such as reaction, learning, application, and results.

6 Sustain the learning culture

The final step to train and develop partner development teams is to sustain the learning culture within the team and the organization. This means reinforcing the learning outcomes, behaviors, and mindset through recognition, reward, and feedback. It also means providing ongoing learning opportunities, support, and resources to the partner development team members and the team as a whole. It also means fostering a culture of continuous improvement, innovation, and collaboration among the partner development team and the partner ecosystem. The sustainability of the learning culture should be reviewed and enhanced regularly to ensure that it remains relevant, effective, and aligned with the organization's vision, mission, and values.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?