Category Archives: online sales training

April 7th, 2017

Social Learning in the Digital Age

Social learning tools

With time short and budgets tight, it’s becoming a rare occasion when sales teams actually come together, meeting face to face. The result is often a lack of interaction among team members.

At Richardson, we understand the barriers keeping teams apart, but we also know relationships add value in forming strong sales teams. We believe the answer to bridging this gap lies in technology. Over the past year, we’ve been prototyping and refining a new approach to blended learning that incorporates strong social elements to bring the benefits of social interaction in learning to geographically dispersed teams. This new approach to training works within the realities of today’s sales environment. It is one that doesn’t take sellers out of the field for too long. One flexible enough to work as a standalone online solution or combined with minimal classroom time. One that forges connections between sellers.

Social Learning Tools

Leaderboards allow sellers to see their own progress and compare it against the progress of their teammates. Elements like games, quizzes, answering questions, unlocking achievement badges all promote social interactions. Friendly gameplay appeals to sellers’ natural competitive instincts while reinforcing learning and skill development.

With discussion threads, sellers can talk with others on their team and even have private conversations with managers. They can share comments and questions, and reply to those others have posted. They can discuss best » Continue Reading.

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March 28th, 2017

Active Learning Speeds Mastery of Skills

active learning for accelerated skill mastery

A one-size-fits-all approach to sales training is guaranteed to fail. That’s especially true with sales forces that span multiple generations and learning styles. What it takes to engage all kinds of learners is an approach to training that is flexible, personalized, bite-sized, and active.

At Richardson, we believe a blended-learning approach is needed to meet learners where they already are. Learning methodology should be constructed of independent blocks of content that build on one another. Each topic should deliver layers of content so learners can proceed at their own pace and dive deeper into topics of interest.

To promote active learning of skills and behaviors takes a systematic approach to learning and practice. At Richardson, we have identified four components to simplify the process:

1) See It. In this initial stage, learners are introduced to fundamental concepts, including why they are important, the behavioral science behind them, and best practices. Lessons should establish a common language for discussing the topic and expressing what it means within the learner’s organization. Scenario-based videos can be used to demonstrate both effective and ineffective behaviors, with learners challenged to identify the differences.

2) Try It. The next step is for learners to make decisions based on what they’ve learned. Again, videos can be used, with learners selecting from several possible responses to scenarios. Feedback allows learners to see whether or not they truly understand the lesson while learning even more about the topic.

3) » Continue Reading.

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March 22nd, 2017

Put Gameplay to Work for Your Sellers

Sales organizations face steep hurdles in today’s increasingly competitive market, where mobile technologies and ultra-informed buyers have forever changed the selling environment. Sales professionals — from new hires to veteran sellers — need the knowledge and skills to navigate in a digital world while still making personal connections with clients.

At Richardson, we know that learning to compete in new ways requires a new approach to training. While foundational sales skills are as relevant today as they ever were, the technology to engage, motivate, deliver, and reinforce learning has leapfrogged ahead. Combining technology with elements of gameplay is called gamification, and it is proving an effective way to keep learners engaged in content.

More rigorous than the name suggests, gamification applies game-design elements and principles in learning situations to create fun and engaging experiences. Games bring out natural tendencies to achieve, compete, and gain status or recognition. The serious business of making learning enjoyable leads to lessons that are sticky, meaning they are more easily and better retained. Online contests and leaderboards add friendly, competitive pressures within sales teams, which intensify engagement.

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March 16th, 2017

Benchmarks Verify Progress in Learning

using benchmarks to motivate learners in sales training

Multitasking. Mobile meetings. Doing more with less. Slimmer windows of opportunity. Today’s sales environment is faster, more demanding, and infinitely more challenging than ever before. Sellers need 21st-century skills, but time is too precious a commodity to spend much of it in training classrooms. When sales organizations do invest in their people, they demand results and ways to measure progress.

At Richardson, we constructed our new blended-learning, cloud-based platform, Accelerate™, with numerous measurement benchmarks. These both track and motivate each learner’s performance while giving leaders desired insights into individual and team progress.

Sales organizations have long used the Richardson SkillGauge™ diagnostic tool to assess and validate skills. Now, we are taking a similar approach in Accelerate in the form of Baseline Check, which occurs at the launch of the training program, and a Final Check several months after the program’s conclusion.

The Baseline Check is an assessment that benchmarks each seller’s starting point and prepares them to learn. The Final Check validates learning progress and shows exactly how far each learner has come.

Between these two points in time, as learners work through activities and exercises, Accelerate delivers formative quizzes that check progress and redirect effort. Through confidence scoring on each activity, learners self-identify where they feel strong and where things are a bit shaky. They can then go back and review concepts needing more attention.

The ability of Accelerate technology » Continue Reading.

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December 15th, 2016

5 Essential Elements of an Effective & Efficient Online Training Program

Effective Training Program Design

A major challenge facing many of today’s organizations is the need to find a training program that is both effective and efficient because taking sellers out of the field for days at a time is no longer an option for many companies in a fast-paced, ultra-competitive business environment.

Time-out-of-field is not the only cost associated with traditional approaches to training. Many teams are geographically dispersed, and hospitality and travel costs for a multi-day training event can mount quickly. Technology can help reduce the costs associated with training, enhance the learning experience, reduce time-out-of-market, and improve knowledge retention.

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