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How can you integrate account management training with other development programs?

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Account management training is essential for any practice that wants to retain and grow its client base. However, it can be challenging to integrate it with other development programs, such as technical, leadership, or personal skills. How can you ensure that your account managers get the best of both worlds and become well-rounded professionals? Here are some tips to help you design and implement an effective account management training strategy that aligns with your other development goals.

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1 Assess your needs

Before you start planning your account management training program, you need to assess your current situation and identify your gaps and opportunities. You can use various tools and methods to do this, such as surveys, interviews, performance reviews, client feedback, or SWOT analysis. The aim is to understand the strengths and weaknesses of your account managers, their learning preferences and styles, their career aspirations and motivations, and their expectations and challenges. You also need to consider the needs and preferences of your clients, your market trends and competitors, and your business objectives and vision.

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Toi Holmes, LMA

Senior Healthcare Operations Manager | Operational Excellence | Operational Strategy | Team Leadership
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Integrating account management training with other development programs can be a strategic approach to enhance overall employee skills and performance. Here are some ways to achieve this integration; Cross-Functional Training Sessions, Customized Learning Paths, Interdepartmental Workshops, Mentorship Programs, Performance Reviews, Technology Integration, Simulations and Role-Playing, Team Projects, Leadership Development Programs, and a Continuous Learning Culture.

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Jayanandan Puthanveedu

Governance, Risks & Compliance
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While these are applicable for any development program, specific requirements for an Account Manager is to comprehend the business needs of the customer and align them with own organisation’s scope of supply to the given customer. Therefore, for effective development training, program must make an Account Manager business savvy.

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2 Define your outcomes

Once you have a clear picture of your needs, you can define your desired outcomes and set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your account management training program. You should align these goals with your other development programs and ensure that they support your overall practice strategy. For example, if one of your development goals is to improve your technical skills, you can link it to your account management goal of delivering more value-added services to your clients. You should also communicate your outcomes and goals to your account managers and get their buy-in and feedback.

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Jayanandan Puthanveedu

Governance, Risks & Compliance
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In my experience of transformation projects, the outcome has to be defined objectively and monitored at predefined frequency to intervene with corrections and corrective actions. The key words here are objective and predefined and corrective actions.

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3 Choose your methods

The next step is to choose the best methods and formats to deliver your account management training program. You can use a variety of options, such as online courses, webinars, workshops, coaching, mentoring, shadowing, or peer learning. You should select the methods that suit your budget, resources, time, and audience. You should also try to integrate your account management training with your other development programs and create opportunities for cross-learning and collaboration. For example, you can invite your technical experts to share their insights and best practices with your account managers, or you can pair up your account managers with your leaders or mentors for guidance and feedback.

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Jayanandan Puthanveedu

Governance, Risks & Compliance
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Coaching and continuous monitoring sans micromanagement were found effective in my experience. There could be some self motivated subjects who could dealt a bit differently, though.

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4 Evaluate your results

The final step is to evaluate the results and impact of your account management training program. You should measure your progress and achievements against your goals and outcomes and collect data and feedback from your account managers, clients, and stakeholders. You should use both quantitative and qualitative methods, such as tests, quizzes, surveys, interviews, case studies, or testimonials. You should also review and analyze your data and feedback and identify the areas of improvement and success. You should celebrate and reward your account managers for their efforts and achievements and share your learnings and best practices with your practice.

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Jayanandan Puthanveedu

Governance, Risks & Compliance
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Assessing the effectiveness of training with quizzes or tests are suitable for academic purposes and to determine effectiveness of faculty/mode of instruction; however, for professional purposes outcomes on real life are to be assessed and necessary actions taken.

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5 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?

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Jayanandan Puthanveedu

Governance, Risks & Compliance
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The most important aspect of training someone is the willingness and keen interest of the candidate; No curriculum nor training materials nor even pressure of assessment could make a training effective.

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How can you integrate account management training with other development programs?

1

2

3

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5

1 Assess your needs

2 Define your outcomes

3 Choose your methods

4 Evaluate your results

5 Here’s what else to consider

Practice Management

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How can you integrate account management training with other development programs?

1

2

3

4

5

1 Assess your needs

2 Define your outcomes

3 Choose your methods

4 Evaluate your results

5 Here’s what else to consider

Practice Management

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