You’re struggling to improve your sales training skills. What are the benefits of using feedback?

Receber feedback é crucial para aprimorar minhas habilidades de treinamento de vendas, pois proporciona insights valiosos sobre áreas de melhoria e destaca o que está funcionando bem. O feedback é essencial, pois orienta meu desenvolvimento, promovendo ajustes e aprimorando minha eficácia na área de vendas.

Feedback is crucial in sales management as it provides actionable insights for improvement. It helps identify strengths and weaknesses, allowing for targeted development efforts. By aligning expectations and goals, feedback ensures clarity and progress tracking. Positive feedback motivates and recognizes achievements, boosting morale and performance. Constructive feedback addresses concerns and challenges, fostering growth and problem-solving. Ultimately, feedback builds trust, rapport, and a culture of continuous improvement within the sales team.

When I was young, right at the beginning of ma working life I was in the technical support department of a paint producing company. Giving technical support included contact with clients. The first visites I did together with an senior sales man. After every visit he took approx. 15min of time to sit in the car and review the visit, he called it feedback session. It was very helpful for me, I learned a lot, he asked me about my feelings during and after the visit, pointed out things that went well and gave ideas of what could have been better. Now I am a senior and I have the same sessions with my younger colleagues to support them .It shall be done in a quite mood, starting with the question about his feeling

O feedback é uma ótima ferramenta para o desenvolvimento seja ele individual ou coletivo. O feedback verdadeiro pode nos fornecer informa??es valiosas e insights que poder?o ser usados para, melhorar o desempenho, nos ajudando a melhorar pontos de oportunidades e corrigir erros; Aumentar a autoconhecimento; Alcan?ar e acelerar os objetivos; Promover a comunica??o e os dialogos abertos e verdadeiros aproximando lideres e liderados; Motivar, inspirar e reconhecer talentos e fortalezas

No feedback, no success our team need more feedback than. Anything’s else’s success is a long road to drive on and without feedback the road is more longer and more risk of failure

Para dar feedback eficazmente, inicie com pontos positivos, o que encoraja e motiva. Seja específico, focando em comportamentos ou resultados, n?o na pessoa. Use exemplos concretos para clarificar pontos. Seja objetivo e direto, evitando rodeios. Ofere?a solu??es ou caminhos para melhoria, mostrando apoio e confian?a na capacidade de evolu??o. Pratique a escuta ativa, permitindo espa?o para resposta. O feedback deve ser uma via de m?o dupla, promovendo diálogo e entendimento mútuo. Finalize reafirmando suporte e confian?a. Essa abordagem construtiva fortalece rela??es e fomenta o crescimento pessoal e profissional.

Ao dar feedback de forma eficaz, é fundamental ser específico sobre comportamentos observados, fornecer exemplos concretos e manter uma abordagem construtiva. Destacar impactos positivos e sugerir melhorias específicas ajuda a garantir que o feedback seja compreendido e aplicado de maneira produtiva.

1. Seja específico: Em vez de dar um feedback genérico, seja específico sobre o que você observou ou experienciou. 2. Seja objetivo e descritivo: Evite fazer julgamentos pessoais ou generaliza??es. 3. Seja construtivo: Em vez de apenas apontar erros ou problemas, ofere?a sugest?es e solu??es para melhorar. 4. Escolha o momento certo: Escolha um momento apropriado para dar feedback, de preferência em um ambiente privado e tranquilo. 5. Ou?a atentamente: O feedback é uma via de m?o dupla. Dê espa?o para a pessoa responder, fazer perguntas e expressar seus pontos de vista. 6. Seja consistente: Dê feedback regularmente e n?o apenas em momentos de avalia??o formal.

One of my favorite methods of giving feedback to sales reps is the CCC method: -Compliment -Critique -Compliment For a sales rep, this might sound like: -Compliment: "Your enthusiasm is top notch, and your customers always love you." -Critique: "If you could just keep up a consistent number of sales calls," -Compliment "I know your enthusiasm would close the number of deals you're looking for."

Giving feedback isn’t just about saying what’s right or wrong; it’s guiding reps on how to grow. Remember, be specific and timely give feedback soon after the behavior. Use examples and data to support your points. Stay positive by starting with praise and then mentioning areas for improvement. Offer solutions on how they can do better, ending on a positive note. Ensure feedback is relevant, accurate and consistent, with clear steps for improvement. Keep the tone respectful and supportive, avoiding blame or judgment. Show empathy and appreciation for their efforts.

Olha...falo por mim. Receber feedback de forma eficaz envolve manter uma mente aberta, demonstrar disposi??o para aprender e fazer perguntas para esclarecer pontos. Focar na compreens?o do feedback, em vez de rea??es defensivas, permite incorporar as sugest?es de maneira construtiva, promovendo um crescimento contínuo.

I'm terrible at receiving feedback because I'm already perfect, right? Well if you're trying to make any kind of improvements in your life, you might have to accept the fact that other people have valuable information that could help you. 1) Not accepting feedback = no growth. 2) Accepting feedback with grace is good manners. 3) Using feedback to improve helps you reach goals.

Receiving feedback is the cornerstone for sales managers’ improvement, behavior modeling, and team growth. Embrace feedback with open arms, viewing it as a gateway to learning. Express genuine gratitude for the giver’s time and effort. Reflect deeply on feedback, harnessing it for enhanced performance. Filter key takeaways and actionable steps for implementation. Crucially, follow up with progress updates to show commitment.

Quando falamos em feedback, o ato de receber e a principal habilidade que um líder/ gestor deve possuir, principalmente quando se trata de treinamento, acredito que seja se suma importancia, pois no dia a dia ministrando treinamentos o profissional, o treinamento podem vir a se tornar mecanico se gestor que o ministra n?o ficar atento as mudan?as e ou novidades que possam surgir. Neste contexto entra a habilidade do gestor em receber feedback sobre o seu desempenho e n?o interpretar isto como algo negativo e como nem pontuado, deve-se ser grato e apreciador pelo tempo e esfor?o da pessoa, bem como reflexivo e proativo

I prefer the OREO method. Start off with something positive. Then provide the feedback on ways to improve. Even game play scenarios on how to use the feedback that is provided. Then end with something positive. This works especially well if you are working in a call center type environment and you need to review a call.

No contexto brasileiro, a prática eficaz do feedback requer um ambiente profissionalmente maduro, onde as críticas sejam encaradas como oportunidades de crescimento. O feedback mais valioso provém dos clientes finais, tornando o treinamento voltado para eles desafiador, pois exp?e completamente os profissionais, exigindo habilidades especiais como a capacidade de ouvir atentamente e entender tanto o produto quanto o mercado concorrente. Essa abordagem n?o apenas aprimora as habilidades dos profissionais de vendas, mas também fortalece a rela??o com os clientes e impulsiona o sucesso organizacional.

Utilizar feedback no treinamento de vendas é essencial para identificar pontos fortes e áreas de melhoria. Integrar sugest?es específicas no desenvolvimento de estratégias, adaptar abordagens de comunica??o e praticar habilidades recomendadas ajuda a otimizar o desempenho. O feedback contínuo é uma ferramenta valiosa para aprimorar constantemente as técnicas de vendas. Faz sentido?

As a marketing person throughout , FEEDBACK is the most important key to enhance within yourself, Any feedback received positive is always encouraging but either if negative should be taken as positive to get the best out of you as the person giving negative feedback is trying to challenge you & it’s time to improve on it to overcome such feedback’s.

Feedback in sales training identifies strengths and weaknesses, helping tailor personalized training plans. It aids in refining sales techniques and boosting confidence, fostering a culture of continuous learning. Regular, constructive feedback promotes open communication, allowing salespeople to discuss challenges and successes. It also enables progress monitoring over time, showing areas of improvement and where further training is needed. Delivered supportively, feedback is an essential tool for growth in sales training.

No treinamento de vendas, use o feedback para moldar comportamentos e técnicas eficazes. Inicie identificando pontos fortes e áreas a melhorar, com exemplos específicos das intera??es de vendas. Incorpore simula??es e role-plays, fornecendo feedback imediato para aprimorar habilidades em tempo real. Estabele?a metas claras, usando o feedback para monitorar progresso e ajustar estratégias. Encoraje a autoavalia??o, fazendo com que os vendedores reflitam sobre suas performances e identifiquem oportunidades de melhoria. O feedback contínuo cria um ambiente de aprendizado dinamico, aumentando a confian?a, competência e sucesso em vendas.

??Define specific objectives or goals that you aim to achieve through feedback. For example, improving sales performance, enhancing customer satisfaction, or boosting team morale. ?? Select metrics that align with your objectives. For sales performance, metrics like conversion rates, average deal size, or sales cycle length may be relevant. For customer satisfaction, metrics such as Net Promoter Score (NPS) or customer retention rates can be used. ??Gather data before and after implementing feedback initiatives to measure changes. ??Compare pre-feedback and post-feedback metrics to identify any improvements or changes. ??Continuously seek feedback from team members, customers, or stakeholders on the effectiveness of feedback processes.

Essa tarefa n?o é fácil. A menos que estejam envolvidos elementos quantificáveis, o trabalho de medir será completo. Como eu disse, medir o impacto do feedback envolve avaliar mudan?as tangíveis, como aumento nas vendas, satisfa??o do cliente ou eficácia nas intera??es. Monitorar métricas quantificáveis antes e depois da implementa??o do feedback permite uma análise objetiva do impacto, validando a eficácia das melhorias implementadas no treinamento de vendas.

Beware of surveying people for how good of a job you're doing... However uncomfortable, I prefer to ask about what I'm doing poorly, what expectations were not satisfied and what they might do differently. Don't give your audience a few easy questions that result in an A+ for you. Instead, measure the impact of feedback you gather more slowly over time. -Are you receiving less and less feedback? (less things to improve) -Are you spending less time answering questions and retraining repts? (more effective training) -Did you receive a compliment or thanks for implementing a specific feedback idea? (feedback worked!)

To measure the impact and effectiveness of your feedback, you need to use multiple sources and methods of data collection and analysis. You can use quantitative methods, such as surveys, ratings, scores, or metrics, to measure the changes in performance, behavior, or outcomes that result from your feedback.

Pour mesurer l'efficacité du feedback, il est important d'identifier des indicateurs de performance pertinents. Ces indicateurs peuvent inclure, entre autres, la productivité, la qualité du travail, la satisfaction des clients ou les soft skills des collaborateurs.

For those grappling with refining their sales training skills, focusing on empathy is key. Understanding the customer's needs and challenges on a personal level can guide more effective communication and product positioning. Additionally, continuous learning through workshops, online courses, and mentorship programs can offer invaluable insights and techniques. Embracing rejection as a learning opportunity rather than a setback is crucial for growth. Consistency in practicing new strategies and seeking feedback ensures ongoing improvement in sales acumen. Staying committed to improving everyday and becoming a disciplined machine is paramount.

- Schedule regular feedback sessions with individual team members to discuss performance, progress, and areas for improvement. - Provide specific examples or scenarios to illustrate feedback points, making it more actionable and understandable for your team. - Highlight areas of improvement while acknowledging and appreciating efforts and accomplishments. - Use feedback sessions to address any concerns, challenges, or obstacles faced by team members. - Create a safe and supportive environment where team members feel comfortable receiving and providing feedback. - Encourage team members to share their perspectives, ideas, and feedback as well. - Actively listen to their feedback and incorporate their insights into coaching.

The worst sales teams that I’ve encountered all have the same flaw, they are scared to death of conflict. My point is that you can empathize training to a point where your team gets too comfortable because they know that it’s not real. This doesn’t give them the edge that they need to deal with the difficult conversations that will arise during the closing phase. The best training is to send them into the field to make mistakes in a real life setting. Focus primarily on the calls that didn’t go well and ask them “what could you have done differently to sway the leverage back in your favor?” Each scenario will be different, but I guarantee that when they find themselves in a similar position your feedback will lead to a flawless close.

If I look at the question I see a different perception than many of the others have selected. I see "how feedback can improve your sales training skills". So many of us may think our sales training is great, covers all the key elements and addresses the usual issues faced etc. But, two aspects need to be kept in mind. Is it what the sales teams need? and secondly, base it on real world challenges. Conceptual and theoretical approaches don't work for most sales people out there. They need a real life connection to training which is unfortunately missing more often than not.

De las conversaciones "incomodas" salen las mejores ideas, estrategias etc. Por eso es importante incentivar al equipo a tenerlas y repetir cien veces cien que retroalimentar no es sinonimo de rega?o, por que lamentablemente en pleno 2024 muchos profesionales asocian que retroalimentar es el equivalente a eso. No demos por hecho que todos nuestros colaboradores tienen claro el significado de retroaliementación, expongamos constantemente que hacerlo es algo positivo para el , para su desempe?o , para la empresa y para nosotros como lideres.