Organizations conduct sales training with the intention of increasing sales revenue. The training is supposed to equip sales people with the requisite knowledge and skills to improve performance. Every year, organizations invest billions of dollars in sales training expecting it to produce measurable results in terms of increased sales. However, not all sales training initiatives achieve the intended goals. What do you think are the reasons? We have come across a few reasons why some of the sales training programs do not achieve the intended objective:
- Organizations train their sales executives only when they are hired and fail to provide ongoing training programs and support for their sales executives. The training that is provided is effective only for a short period of time due to the lack of regular reinforcement programs.
- The goals and expectations of the training program are not clear set when designing a training program. No defined process or method is given that guides sales executives during the selling process. Sales training programs do not focus on building the sales knowledge as much as on selling skills which sales people already have.
- The selling techniques do not match up to the changes in the business environment and take into account market dynamics. The content provided to sales people may be outdated or inadequate focusing only on some parts of the sales cycle.
- The sales people might feel that the training that is provided is not relevant to them and that it does not add any additional value to them in their performance. The training does not provide any guidance to handle multiple tasks involved with sales or to effectively generate leads.
- Some sales trainers may not be capable of effectively engaging and involving sales people resulting in them feeling that training programs are boring, not relevant and a waste of time.
- Including both senior sales personnel and junior sales personnel in the same training program may not achieve the desired objectives. Trainers find it difficult to balance the content that is relevant, motivational and impactful for both experienced and junior staff at the same time.
- Organizations fail to evaluate the effectiveness of the sales training programs after completion of the training session. Evaluation helps organizations to make amendments and improvements to subsequent training programs.
Most sales trainings are not successful either because of a failure in defining learning needs correctly or in failing to address them adequately in the training program. Having defined and measurable goals for the training will ensure that the sales training programs meet their objectives.
Subscribe to Our eLearning Design Blogs
Get CommLab's latest eLearning articles straight to your inbox. Enter your email address below:
There comes a time when even the greatest instructional designer has a creative block. Although we have our various learning design principles to help us come up with good ideas, there are times when you are required to go beyond the conventional clicks and interactivities and come up with out-of-the-box ideas that will blow your learner’s mind.
Forget training and eLearning. Did you ever think what you really mean by a good design? Try to think about the term ‘good design’ comprehensively. For this, imagine and think about something that has been well-designed and approved by everyone. Else, hold this elegant design and consider the following things to define a ‘good design’.
Every Instructional designer needs to have good knowledge of standard instructional design models like ADDIE or Gagne’s nine events. These models facilitate the development of learner centric eLearning courses. But, it is not easy to remember all these concepts and apply them at the right instant of time to develop a successful eLearning course.
First impressions are usually the last impressions. This saying holds good for the description you give for your eLearning course. Typically, a course description is shown on the launch page of your eLearning course. The main aim of your course description is to provide your learners with an overview of the course; what it is all about, and what to expect from the eLearning course?
Welcome to today’s blog post. Every day, learning professionals try to find new ways to engage learners and make trainings more interesting to them. In this process, the current generation of learners stands as the most challenging target audiences. I’ve tried to understand the needs and tastes of these learners and had come out with an idea that can take our training programs a step closer to them. I had enquired quite a number of people about their likes and dislikes on current learning trends. Many of them expressed a common point that these courses lack personalization. I didn’t immediately understand what they meant. But, after going through some more details, here I am writing this post about how to add a personalization element to your course and make them believe that the course has been tailored specifically to suit their taste.
The multiple choice question (MCQ) is the most commonly used question type in eLearning. An instructional designer prefers MCQs over other question types as they can be scored rapidly and feedback can be given easily. It is an effective way to test a large number of learners, quickly and effectively.
Do you know on an average 3000 people get killed due to Fire accidents in the US every year? The NFPA estimates that 65,880 firefighter injuries have occurred in the line of duty in 2013, out of which 12,535 accidents took place at non-fire emergency incidents.
Here’s a scenario that is quite familiar to learners and designers alike; John, an employee in XYZ corporation, was asked to take an eLearning course as part of the company’s training requirements. John sat down enthusiastically in front of the computer and said to himself, “This must be fun.” He clicked the launch button of the course and started his training. Five minutes into the course, John went spiraling down into confusion with the amount of information that was being thrown on him and was frustrated and disappointed. John clicked the close button and went on to do his work.
Online learning is not the next big thing, it is the now big thing. – Donna J. Abernathy
The online training medium can be used very effectively to equip your people with the needed knowledge and skills. According to a report released by IBM, companies who utilize e-Learning tools and strategies have the potential to boost productivity by up to 50%. For every $1 that a company spends, it’s estimated that it can receive $30 worth of productivity.
Young employees are not ready for the demands of the workplace. As per a survey conducted by the British Chambers of Commerce, 90% of school leavers and over 50% of graduates are not ready with skills required for employment. (Source: BBC)