Social media is ubiquitous. Look at all the bowed heads and tapping fingers as people commune with their smartphones. It doesn’t matter if they’re walking down the street, in a business meeting, or sharing a meal with others, phones are always on and socially connecting. The Twitterverse has become part of the regular news cycle as politicians, and yes, the President, make it their go-to public communication channel.
But what does this mean for sales professionals in the business world? In my guest post on InsideSales.com, When and Why Sales Professionals Should Text Clients, I suggest that there is a time and place for texting within sales relationships, just as there are times when it is appropriate to communicate with clients by sending an email, making a phone call, or scheduling an in-person meeting.
In this post, I will address the broader topic of social media — not just whether to use it for business purposes, but how one’s personal postings can make a strong impression, good and bad, on their professional persona.
True or False: Social media is all about being authentic, expressing your personal views, and sharing imagery that exposes others to what is happening in your world. Salespeople should be able to freely post and tweet what they want.
Of course, salespeople can post what they want, where they want. That’s a right of free speech. The challenge, however, is understanding that social media opens up » Continue Reading.
Highly skilled and engaged sales forces drive revenue. But, it is a challenge to get a multi-generational, global sales team operating at peak performance.
On March 7th, 2017 at 2 pm EST Chris Tiné, Richardson’s Chief Product Officer, industry expert Mike Kunkle, and Sales & Marketing Management Magazine will present a webinar on, “Galvanizing a Multi-generational Sales Force to Drive Revenue.” If you are interested in attending or think that your colleagues may be interested, you can register here.
What makes a great sales trainer?
This was the subject of my previous post, found here. In it, I discussed a number of traits that I consider table stakes for great sales trainers.
So, now the question becomes: How can sales training facilitators up their game?
To go above and beyond the basic requirements — to really stand out as an exceptional facilitator — it’s important to stay tuned to what is happening in your fields of play (sales and learning and development) and integrate that knowledge appropriately to remain credible and relevant. From a skills perspective, it is important to continue your professional growth with a focus on mastering your content so you are modeling it effectively. Listening skills and effective coaching skills are critical to a trainer’s ability to create and illuminate lightbulbs, or “aha” moments. Executing in-the-moment coaching to provide specific, accurate feedback that will equip and inspire learners to apply classroom learning in the real world is a nuanced, next-level, and important skill set.
Here are a few suggestions:
Let’s start with table stakes.
It is truly an honor to work so closely with Richardson’s facilitators, who in my humble opinion are the very best sales training professionals in our industry. When I think about our team and what it is that makes them “the very best,” a few things come to mind. They are masters of the fundamentals, or “table stakes,” of training, and they are skilled subject matter experts in Richardson’s content and in selling. Here is how I describe our team:
They are passionate about their craft, and it shows in their work. They connect quickly and easily with their learners. They create a risk-free environment for learning, and they earn the right to push participants to stretch beyond their comfort zones. They are subject matter experts, and they are skilled coaches who understand the real challenges salespeople face in the field. They model the skills that they teach while also drawing out best practices from the participants in the room. Most importantly, they tailor each classroom experience to meet learners where they are, which ensures the learning is real. Relevance is a critical success factor in the application of learning.
When a facilitator brings those characteristics together in a Richardson workshop, the result is a challenging, relevant learning experience that prepares and inspires sales reps to engage in genuine, customer-focused conversations that result in high-value, needs-based solutions. When that happens, we » Continue Reading.
It is impossible to apply knowledge that you can’t remember. That’s why Richardson works with clients to develop a robust sustainment element to their training programs. It’s all part of what I like to call the learning hug: wrapping services and support around training to make it stick. Part I of this series, Training Services Wrap Around and Support Learning, explains the concept. Part II, Preparing for Change, addresses ways to prepare both the organization and its learners for what is to come.
This post focuses on the post-training period and the tools, practices, and assets that need to be in place to reinforce learning and embed new behaviors into “the way we do things here.” We need to help people retain the knowledge they have gained, apply it in real life, and receive evidence-based feedback and coaching to continuously improve.
The first thing to acknowledge is that learning is a process, not an event. What neuroscience tells us is that it’s not the learning itself that embeds knowledge in the brain, it’s recalling that learning that does the trick. You actually have to make yourself go back, find it somewhere in your head, and bring it forward – and then the learning clicks.
Sustaining Learning on the Go
Mobile technology makes it possible to reinforce learning on the go with social learning and gamification programs. Bite-sized bits of learning are reinforced » Continue Reading.