How do you measure your sales trainers' and coaches' impact?

What gets measured, gets improved. This measurement helps in zooming into specific areas for growth, knowing what to do to replicate success and identifying areas for improvement.

From my experience in the field of training and managing trainers, When you measure something qualitative ,you need to set the focus on important metrics to track, for a trainer or coach following can be those metrics 1) Training feedback score 2) post training sales analysis 3) quality feedback scores.etc. These objectives are related to the actual measure of what outcome is expected from a trainer and coach.

Start from the very main objective of the training. Is the training curated to address a certain pain point? Link the training with certain core competencies in the organization. From there, identify the relevant ones and perform pre assessment for baseline. After the training journey is completed, then perform post assessment to identify the increase. Following the Kirpatrick's model provides a clearer understanding on knowing which metrics to use.

One thing we teach at Sandler is, to be successful in sales you need to do your behaviours. ‘Behaviours’ are what you need to do everyday, every week in order to be successful. We call it a ‘Cookbook.’ Write down all the proactive activities you need to do; cold call, LinkedIn messages, networking, etc and put a weekly target on it. Then every complete your daily targets and keep a record for end of week check out

Track for qualitative and quantitative outcome. Involve the superior too for the evaluation and assessment. Get them to be supportive of their team members' application.

There could be many factors to impact the ROI of the training- such as market condition, festive season etc. The challenge I find in this is that we tend to take credit when there's growth (it might be other variables involved) and regard the training as ineffective when there's decrease.

A periodic review on the impact is good. Read through the evaluation from the participants and identify rooms for improvement. You can potentially speak to a sample size of the participants and their superior. Hear what the ground has to say about the training and application.

El impacto se mide evaluando métricas clave. Por ejemplo, analiza el crecimiento en las tasas de cierre de ventas, la satisfacción del cliente y la retención del personal. También considera el nivel de adopción de las estrategias ense?adas, ya que refleja la eficacia de sus métodos. Complementa con retroalimentación directa. Encuestas y entrevistas con los equipos entrenados te darán insights sobre el valor percibido de las sesiones. ?Un buen entrenador genera resultados tangibles y confianza duradera!

1. Sales Performance Metrics: Compare key metrics like revenue, deals closed, deal size, and sales cycle length before and after training to assess impact. 2. Sales Team Feedback: Gather input on training quality, content relevance, and coaching effectiveness through surveys or interviews. 3. Sales Team Engagement: Monitor pre- and post-training engagement levels to gauge motivation and willingness to adopt new strategies. 4. Win Rates and Conversion Rates: Analyze these metrics to evaluate how trainers and coaches are helping the sales team close deals. 5. Sales Team Knowledge and Skills: Assess improvements in product knowledge, sales techniques, and objection handling before and after training.