Benefits of Training Beyond eLearning
Tuesday, October 20, 2009 at 8:00AM With today’s global marketplace conditions, we are seeing more and more corporate restrictions on travel and training. As a result, more prospects are inquiring about asynchronous eLearning solutions.
Obviously there are many factors that come into play in answering the question “What is the most effective venue for training?” Our experience is that individual learners can easily grasp required knowledge via online, asynchronous eLearning courses. eLearning courses, housed within a Learning Management System (LMS), can also provide a mechanism for tracking progress and testing knowledge acquired. So, there is much benefit to eLearning training and we at SPI feel like we have developed some of the most effective eLearning courseware in our marketplace. That being said, almost any studies on adult learning in today’s environment will echo a key message – adult learners learn by doing! That is by applying knowledge.
In this critical design point to training, Solution Selling® instructor-led training (both face-to-face and in the virtual environment) greatly meets this dire requirement. Within a typical Solution Selling® session, participants will engage in a number of individual and team exercises where they immediately apply lessons learned. This includes role plays. We believe there are two critical components when participants apply concepts: (1) a safe learning environment – participants get a change to practice what they learned and not apply it for the first time with a prospect and (2) coaching – participants should receive constructive feedback from someone qualified and experienced.
Specifically in our instructor-led sessions, one of the unique aspects of our Solution Selling® workshop is that it goes beyond application of concepts and knowledge. Our key design point is to conclude the training with what we call final team opportunity presentations (a.k.a. “case study” presentations). Final presentations among several teams help the learning even more by (1) creating a competitive atmosphere – something inherent in most sellers (2) requiring attention to team work being done since the work will be demonstrated to their peers and instruction team and (3) providing a mechanism for the instruction team to gauge what concepts were learned and which may need attention real time.
So, I would encourage those in learning and development to consider their learners’ needs (knowledge or skill development) and in the case where skill development is needed, do not concede that eLearning alone will necessarily be the answer. The shift to asynchronous eLearning, virtual methods of training and blended approaches incorporating both is without question turning the training world on its head; but total abandonment of the instructor-led approach isn’t the answer. Individual learning styles, company objectives and the most appropriate method of implementing a training program that will help your sales organization thrive must be evaluated and thoughtfully considered by each company ready to engage in training.
Sales Kickoffs - How to Keep them Motivated All Year
We all hope our 2010 Kickoffs will get our team motivated and provide them with new information to help them increase sales for the New Year ahead. The problem is that more often than not that excitement doesn’t last. According to Keith Eades, Founder and CEO of Sales Performance International (SPI), “Sales people are typically enthusiastic training participants, but once they’re back at their sales organization old patterns and pressures are imposed, they’ve got to close deals and meet their quotas, so the new learning is often lost.”
This is a problem that all sales managers deal with, not only with Sales Kickoffs for the New Year, but for sales training events in general. In fact, studies have shown that 86% of knowledge retention is lost within 90 days of sales training events without specific reinforcement vehicles and integration with business practices. And yet, thousands of companies continue to take a train and hope mindset, with little consideration for legitimate success criteria.
So, how do we keep this from happening? Here at SPI we believe that you should take a Continual Learning approach to sales training. It is not about one big event, it is important that you are continually providing and reinforcing knowledge to your sales people throughout the year. In the image below you can see some of the key elements involved in creating a continual learning environment. All of these elements are critical in attaining World Class Sales Training and Continual Learning status.
By attaining this status you can achieve up to:
In the study previously mentioned, SPI Senior Consultant Bob McGarrah said, “What emerged from our study is a growing recognition not only of the pressing need for post-training reinforcement, but also the necessity to do more than periodic refresher training. Instead, the reinforcement has to be integrated with the sales organization’s day-to-day work and there should be more of a common methodology among all those on the team, what’s sometimes called a sales process. At a minimum, this means a shared perspective, language, skills and tools, so that as the team functions the learning continues and gradually takes hold.”
Although it is important to get your team motivated for the New Year, if you don’t continue to reinforce and integrate best practices in your sales process throughout the year you will not reach your potential.
For more information on continual learning watch the webcast, Preserving the Training Investment Through Continual Learning.