You're searching for the most effective sales training programs. What should you consider first?

Consider the program's reputation, reviews, and success stories, as well as its alignment with your sales team's specific needs and learning preferences when searching for the most effective sales training programs.

In my experience, you also need to check for “chemistry” - especially important for sales trainers. Chemistry is hard to demonstrate over a video call, so if your sales trainer can’t win you over, how are they going to get your sales team to win over your customers and prospective customers?

Ensure the sales trainer has the right credentials and good testimonials on LinkedIn and their website. Check to see if what they say speaks to your situation and the challenges you face. Schedule a call to see if they listen to your challenges and can provide examples of similar issues, and most importantly that there is some chemistry between you and your business.

As a retail sales trainer & coach I don't start any training and/or coaching program until retailers in clearly define the specific outcomes they aim to achieve. I keep asking questions until I get very detailed answers, to avoid "going there I don't know where". This step is crucial for successful training and/or coaching.

Dear LinkedIn joon why should i need badge for Sales Coaching, I am still studying and If I am not able to coach the big players, I am not able to coach anyone, however i really appreciate your invitation for Contribute. regards Sina

In retail, it's not about who but how. The main challenge is organising training because, in most cases, closing the stores for training isn't feasible. Not only the training is tailored to the client's specific goals but also the training process needs to be customized for each company depending on the team or teams, location and many other factors.

Considerar a tu equipo de ventas es crucial al elegir un programa de capacitación. Conoce sus fortalezas, debilidades y preferencias de aprendizaje. Por ejemplo, si tienes un equipo diverso, optar por un programa que se adapte a diferentes estilos de aprendizaje garantizará una formación efectiva. Además, ten en cuenta el tiempo y presupuesto disponibles para garantizar una integración fluida del programa en su rutina diaria. La personalización según las necesidades individuales fortalecerá la efectividad de la capacitación.

?? Pro-Tip: Yes, understanding strengths, weaknesses, needs, and preferences is important. But at the same time, try to understand what formats, methods, and tools they prefer to learn and grow. Identify gaps in skills or areas where they struggle and they need most help ??. Tailor your training program to their real needs, so that you can ensure the training is truly beneficial and has long term impact.

The simplest way to understand your needs is to ask yourself the following question. At the end of a sales training engagement we expect the team to be better at ___, ___, and ___. If you answer with basic words like "prospecting", "negotiation", "closing". Then dig deeper. When we say, "prospecting" at our company that means specifically ___, ___, and ___. Drive each definition towards a specific use case where your reps doing the job. While doing this. Send these same instructions separately to a few people on the sales team you trust asking them what they would like to be better at. AND... Send the same question to your immediate executive leader. Get their opinion. Now you have a full vision and expectations can be managed.

Vital su rutina diaria, si queremos que la formación se implemente y tenga calado en el día a día de los vendedores, saber su rutina diaria es vital, o podemos caer en querer implementar acciones que quedan muy bonitas en la teoría, pero por el día a día comercial, su rutina de trabajo no se puede implementar. El éxito de una formación está en sus resultados, y si no se aplica los resultados no llegan.

Siempre elegir formaciones con seguimiento en aplicación, para garantizar precisamente que no solo coincida con tu cultura, si no que también se implante en el día a día del negocio.

La cultura de ventas es el alma de tu equipo, y la formación debe alinearse con ella. Si valoras la colaboración, busca programas que fomenten el trabajo en equipo. Reconoce y refuerza tus valores a través de la capacitación. Por ejemplo, si la transparencia es clave, elige programas que promuevan la comunicación abierta. La cultura de ventas también influye en cómo se miden los resultados; selecciona un programa que se integre con tus métricas y promueva la mejora continua. Al alinear la capacitación con tu cultura, fortaleces la cohesión y el rendimiento del equipo.

Die Gestaltung der Trainings kann die Kultur auch pr?gen. Die Frage ist also nicht nur, welche Werte und Kultur werden gelebt. Sonder: welche Kultur und Werte will ich pr?gen? Die Antwort auf diese Frage beeinflusst die Auswahl des Schulungsprogramms. Vielleicht ist der Zusammenhalt noch nicht so gross und soll gef?rdert werden. Das kann man durch gezieltes Teambuilding erreichen

The third consideration is your sales culture. Define the values, beliefs, and norms that shape your sales team's behavior and performance. Consider how you reward, recognize, and support your salespeople. Evaluate how you foster collaboration, communication, and feedback within your sales team. Assess how you measure, monitor, and enhance sales results. Your sales culture will guide the selection of a sales training program that reinforces your identity and sales standards, ensuring alignment with the overarching principles that drive your sales team's success.

Truthfully, by including the sales team as outlined above it will immediately affect the culture. The team will feel valued because their opinions are valued. This helps with retention, career pathing, and recruiting. It defines a sales culture all revenue members like to be a part of.

DEFINE THE PROBLEM. Is it one or all three? (i) People don’t know how to do their job (lack skill or knowledge). (ii) People don’t want to do something (lack of motivation, incentive, attitude). (iii) People are prevented from doing something (environmental block). D) POSSIBLE REMEDY TO PROBLEM Training - if (i) was ticked. Incentive programme or motivational development - if (ii) was ticked. Change in work area, schedules, etc., - if (iii) was ticked. Combination of training and incentive development - if (i) and (ii) were ticked.

?? Pro-Tip: Read this carefully ?? What is the problem they have? What is the cause? What are the symptoms? Based on this simple analysis, you can start defining strategies with your sales coach to solve the problem and its implications.

Entender los retos de ventas es crucial para elegir la formación adecuada. Si la prospección es un desafío, busca programas que destaquen estrategias efectivas para generar leads. Si la retención de clientes es un obstáculo, prioriza programas que enfoquen en la gestión de relaciones. Analizar estos desafíos te permite seleccionar un programa que ofrezca soluciones prácticas y estrategias específicas para superar las barreras únicas de tu equipo de ventas. La capacitación personalizada en función de los retos existentes garantiza un abordaje efectivo y resultados tangibles.

It's key here is to identify whether your sales challenges are related to "skill" or "will." What exactly do I mean by that? Are you confident your sales team has the skills they need, but don't seem motivated to apply them? Or is your team highly motivated, but lacking the formal sales skills and training to achieve the results you're looking for? If they are lacking skill, then a sales trainer or coach is an obvious answer. However, if they are lacking will, you will want to consider environmental factors such as your quota & comp structure and sales team culture, as well as front line manager skill level. In this case, a sales strategist or leadership coach may be the better solution.

Key performance indicators (KPIs) such as conversion rate, number of items per transaction, average transaction and a few others offer a clear and precise snapshot of the retail store's situation. Usually, retailers ask me for sales training when they want to increase revenue and profit, cultivate genuine customer loyalty and reduce employee turnover.

Specific objectives and precise KPIs serve as fundamental signposts in this journey of success. When it comes to assessing the professionalism of the trainer and training program, I suggest checking referrals, reading reviews, and starting with a small step, like participating in one webinar or a workshop devoted to one topic, e.g. mindset, questions, or objections.

Considerando las expectativas de ventas, es esencial alinearlas con metas realistas y medibles. Si esperas aumentar ingresos, opta por programas que incluyan técnicas de cierre efectivas. Para mejorar la tasa de conversión, elige capacitación centrada en habilidades de persuasión. Un programa que incorpore seguimiento y evaluación continua garantizará que las expectativas se cumplan. Seleccionar una formación que ofrezca métricas claras de progreso y adaptabilidad a los cambios del mercado asegurará un retorno tangible de la inversión. Asociarse con programas de formación que comprendan y se ajusten a tus expectativas maximizará los beneficios para tu equipo de ventas.

Because you have established baselines, compared them to goals, included feedback from multiple people. you can now more easily set and manage expectations. Both up the chain to leadership and down the chain to the front line managers and sales teams.

Embedding learning and creating new behaviours and habits requires support and means that training cannot be an event in isolation, so consider upfront how you will support your team post training.

Is the person doing the training an award winning seller by using the system that is is being taught. I was the top seller in 2 different industries by using the system that I created. I did not create the original SALES FUNNEL(Yes, I own the trademark) to sell to others. I used it to sell my services. Many people wanted to know how I did and that is when I started to offer it to others. I open all my programs with "Try to ask me a question about sales that I can not answer. Many have tried. None have succeeded. Maybe you will be the first." They all try to come up with a question that I can not answer. It has them engaged from the first moment. BTW- It has not happened yet.

Al buscar programas de capacitación en ventas, prioriza tus opciones de venta para tomar decisiones informadas. Examina tipos, formatos y proveedores disponibles. Por ejemplo, si buscas un enfoque interactivo, evalúa programas con simulaciones prácticas. Compara calidad, contenido, costo y reputación. Un proveedor reconocido podría ofrecer programas más costosos, pero con contenido de alta calidad respaldado por testimonios. Asegúrate de que la capacitación se alinee con tus objetivos de ventas y se adapte a la cultura y desafíos específicos de tu equipo. Selecciona el programa considerando su flexibilidad para ajustarse a expectativas cambiantes. Un proveedor que ofrece actualizaciones periódicas podría ser beneficioso.

La reputación de la persona que va a impartir la formación y la personalización absoluta del proyecto deben ser dos prioridades.

One of the big risks here is that organisations are often tempted to trim the front end and back end of the process to take a % off the cost. Often at the behest of procurement and a focus on the price instead of the ROI. In our experience, a strong start with leadership and a robust change management / implementation plan are at least as important as the training days themselves.

The 1st thing to consider when looking for a training program is the TRAINER! It doesn't matter how good the training company’s proposal, website or content is. If you’re pulling your salespeople &managers out of the field & away from selling & putting a stranger in front of the team that drives growth & revenue-you best make certain the trainer can foster credibility, a personal connection & demonstrate value within the first TEN minutes, especially remotely. Otherwise-failure is imminent. You've lost your audience, credibility, possibly your job, money & time. I don't do proposals. I deliver a free, 1 hour interactive workshop on sales leadership coaching so prospects experience me & I can deliver value in the moment vs. talk about it.

An ongoing implementation plan is often overlooked. A very small % of the population goes through a training and is now prepared to alter their behavior as a result of that training. When you are left with an implementation plan the end of the training is just the start of the growth. I would rather do one training a year that is received and implemented well than multiple trainings with no follow up. It’s not about training. It’s about our people’s growth. The point is to have people more equipped to tackle their lives. If it’s not truly implemented then it’s just a waste of money.

Spot on Bryan! The teacher/student dynamic ends (with some exceptions) at the end of a class, workshop, or program. The student must then be their own advocate and coach and have an implementation plan. It is a big miss in development today. How to I keep the fire in my belly when completed and what does accountability look like. Glad smart leaders like you see this.

Once you have all of these items in place its important to present them to your potential sales trainers you are considering. Get them to prove to you they include all the elements you want in your program. And, even if you did not share it all with the trainer, they should be skilled enough to ask you these questions to help make sure its the right fit. And finally, the best sales trainers will say something like this very early and then as appropriate. "If I cannot help you with what you're looking for, then I will gladly say so and not waste your time. And, as I learn more about your needs, I am happy to refer you to someone else I know." www.TheSellersJourney.co

Aprendi que se você estiver procurando treinamentos para a sua equipe, busque que eles sejam voluntários para participar. Mesmo que a empresa estiver financiando 100% do programa, é bom que se tenha na sala somente voluntários. Uma única pessoa, que estiver contra a sua vontade no evento, poderá gerar uma constante indisposi??o do grupo, impedir um autêntico engajamento e complicar as coisas. Eu prefiro n?o tê-lo na sala e se a falta de voluntariado persistir e os resultados n?o serem bons, iniciar o processo de substitui??o. Se estiver buscando treinamentos para você, dê mais aten??o a transforma??o prometida no treinamento do que ao programa.