Sales Training Design Best Practices Matter
Sales training design best practices matter a great deal. Why go through the expense, effort, and time to provide business sales training for your sales force if it is does not improve sales performance? After measuring over 800 sales training programs, we know that only 1-in-5 people will change their on-the-job behavior and performance from sales training alone. Follow the sales training design best practices below to make the training count.
12 Sales Training Design Best Practices
For sales training to change on-the-job behavior and performance, follow these tried-and-true sales training design best practices for before, during, and after your solution selling training.
Before Sales Training
Follow these four sales training design best practices to set the stage for sustainable behavior and performance change before sales training.
The most successful sales reps are crystal clear about why their target customers buy what they sell, the value they bring, and how important buying decisions are made. Make sure that your sales training design is rooted in your target clients and your unique value proposition.
Is your sales strategy clear, believable, and implementable enough to succeed?
If you want your sales training to be set up for success, make sure that your sales behaviors, practices, systems, values, and assumptions are aligned with your go-to-market sales strategy. If there are sales strategy and culture gaps, make sure that you close them before you ask your sales team to change their behaviors.
Is your sales culture aligned enough with your sales strategy?
Ensure that you understand the sales skills and scenarios that matter most to achieving sales success. Invest the time to do a sales training needs assessment to properly obtain buy-in, align stakeholders, pinpoint gaps, customize content, predispose participants, guide coaching, and set baseline metrics.
Do you know the “money making” skills and scenarios that matter most?
Invest the time in proven sales coaching training to provide sales leaders with the core coaching skills and tools necessary to lift the performance of their teams.
Are your sales leaders ready to change the way you win?
During Sales Training
Once you have set your sales training up for success, follow these four sales training design best practices during your sales training.
Does your sales training facilitator have the credibility, experience, and passion to help your sales team to raise the bar?
Does your instructional design focus on learning-by-doing?
For example, we designed a sales performance test that contained scenarios and role plays based upon the top five challenges faced by sales reps during a high stakes’ sales call. The performance test presented unpredictable, yet common, situations from different styles of buyers. The sales rep’s performance was evaluated through an objective checklist that was created with sales leaders and current clients based upon research into their highest and lowest performing sellers.
With practice, feedback, and coaching, each sales rep had to “pass” each scenario to be certified as completing the sales training.
Could your sales team “pass the test?”
The information should be used to update overall strategies and approaches and to build individual development plans for each rep.
Are your sales reps set up for success after the training session?
After Sales Training
After the completion of sales training, follow these four sales training design best practices to get the results that you seek.
Are you measuring sales skill adoption and impact?
The Bottom Line
They’re called Sales Training Design Best Practices for a reason – they work. Are you doing all you can to see that your investment in sales training will pay off?
To learn more about setting your sales training up for success, download The 6 Top Reasons Business Sales Training Initiatives Fail
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