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I help healthcare companies crush high turnover, by making new staff better, faster, with digital training that is infinitely scalable, and exclusively not boring. Ask me how! Mendel@mayvenco.org
Even the most experienced, whether its a sales rep, manager, dsp, it really doesnt matter.🤷♂️ Every single one of them was once a new hire.🐣 And they were nowhere near as good back then as they are now. On-the-job training is great at showing them WHAT they need to do, but they need to experience failures and succeses to really "get good at it."🦾 I love this cartoon, because: 💌Dilbert is hysterical. Everyone knows this, full stop. 💌Even though its presented as a joke, what the sales trainer did was incredible! He showed the value of the training in real time! 💌 not only did he show the value of the training, he also gave the audience an opportunity to see it happen in real time! They all watched, EXPERIENCED, and learned! That needs to be incorporated into all training, not just HOW to do something, but how to become good at it! Wether you use eLearning, or old-school in-person training, make sure to include role plays to give the learner an opportunity to feel it out. thank me later! #professionaldevelopment #traininganddevelopment Mayven And Co. #elearning
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I was the first hire The Lennox Academy 12 months ago, here's 12 learnings off the top of my head 12) Create processes & space for innovation, our best ideas have come when we have put our heads together. Make time for it 11) There's a "what if" scenario for everything, particularly in start up world. Go for it - what's the worst that can happen 10) Create a process when something breaks the first time, the first time 9) There's always "something else" to be done in a start up, prioritise ruthlessly and batch tasks, then turn your laptop off 8) Enjoy the milestones, they come and go very quickly 7) Break even costs per month is a very motivating quota 6) Specialise roles & responsibilities as early as possible 5) A founders business is like their child 4) New hires change the dynamic, make sure to get them right (they've been great, don't worry) 3) Word of mouth is under-served as an acquisition channel 2) If your comfort zone is moving every month, that's a good thing 1) Find a niche, stick to the niche
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Committed to Optimize Your Business Operations with Advanced IT solutions | CEO at Fantasy Space | Decentralizing IT education | Founder of Ararat IT School | Building Processes and Embedding Systems for Businesses
In my 4 years of management experience, I've discovered a fundamental principle for training specialists and mid-level managers. I call it the 3S Rule: 1) Say 2) Show 3) Shape 1) Say: Begin by explaining the theory. For instance, teach sales specialists the art of reaching out to prospects. Patience is the key here, as repeating the theory multiple times is necessary for comprehension. Even if they claim to understand, it's common for mistakes to occur when put into practice. 2) Show: Demonstrate what you said. Take the lead by reaching out to the prospects yourself, showcasing what was taught in theory. 3) Shape: Finally, let the employee do the job and correct any mistakes made during the process. This involves fine-tuning their approach based on the theory they've learned and the demonstration they've witnessed. Patience is once again crucial, as repetition is the key to learning. Basically, it's about teaching the theory, demonstrating it in action, and then guiding and correcting while they take the reins. P.S. Every manager is a trainer responsible for guiding their team in the system's workings, teamwork dynamics, and the company's vision.
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After reflecting on my journey transitioning from teaching to sales, I've realized the invaluable skills that my background in education has provided me in this new career path. The parallels between teaching and sales are striking, highlighting how my previous role has equipped me to excel in this evolving landscape. Here's how my experience as an educator has laid a solid foundation for success in sales: - **Adaptability:** Just as in the classroom, where students have diverse needs, backgrounds, and experiences, I've learned the importance of tailoring my approach to meet individual requirements. Flexibility and adaptability are key in both realms. - **Growth Mindset:** Continuous learning and staying abreast of the latest trends are vital for success, whether in education or sales. Embracing new information and evolving with the industry is a shared principle. - **Embracing Change:** In sales, as in teaching, the ability to pivot and embrace change is essential. Being open to new strategies and methodologies is crucial for growth and success. - **Team Culture:** Collaboration is at the heart of both teaching and sales. Just as educators work within a team of fellow teachers and staff, sales professionals thrive in a team environment where collective efforts drive success. As I embark on this new chapter, I am excited to leverage my teaching background to navigate the challenges and opportunities in the sales domain. I invite you to believe in me as I once believed in each of my students, ready to make a meaningful impact in this dynamic field.
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Welcome to the official LinkedIn page for Hamilton Training Services. Our mission is to deliver high-quality training and development that will equip you and your people with the skills needed to turn your plan into action. We encourage you to follow us as we start our social media journey to keep up to date with what we are doing and how we may be able to help you and your organisation. Unlock Your Potential, Embrace Your Success.
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Question: How long should a good initial sales training program last for new hires? Joe's Answer: A good INITIAL sales training program for new hires should last 90 days, with consideration taken for individual learning styles and aptitudes. Lifelong learning is a must in sales and life.
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I help teams and individuals achieve the best version of themselves, through targeted, current and relevant sales training. Passionate about the benefits of mindfulness and meditation to help focus & life balance.
Why do we still promote staff into an Account Executive role without giving them the tools to feel they can excel in the role?. In my experience training is product or compliance led. If you really want to develop and grow your staff and support those on the front line with the skills to deliver in their roles, perhaps consider our Account Executive Academy. Speak to me about our Academy and equip your team with more than the keys to a car.
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12 things your reps must say for your training to work (according to research): 1. “I want this.” They have a desire to implement. 2. “I can do this.” They’re convinced they can learn it. 3. “I’ll keep at this.” They’re willing to give it time and attention, even when faced with challenges. 4. “I know what I’m supposed to learn and do.” They clearly understand expectations. 5. “This is practical and relevant to me.” They believe the training content/context is well matched to their work requirements. 6. “I have received enough realistic practice.” They have ample opportunities to practice. 7. “I know exactly what I’ll do after training.” They have prepared (and received feedback on) how they’ll apply what they learned. 8. “It’s easy for me to apply this to my work.” They have the resources and opportunities to apply what they’ve learned. 9. “I have the time to apply what I have learned.” They have the capacity (time and workload) to make application a priority. 10. “My manager demands and encourages I apply what I learned.” They’re manager demands, supports, and reinforces application. 11. “My peers are encouraging and helpful as I attempt to apply what I learned.” They’re colleagues back them on implementing what they learned. 12. “People at my company will notice when I do/don’t apply what I learned.” They see and feel consequences of not applying what they learned. —— (The 12 levers of transfer effectiveness, Weinbauer-Heidel) —— Which one stood out to you most? #salesenablement #salestraining
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Do you utilize learning and development (L&D) to empower your sales reps? This is where the role of a #SaleManager is crucial. Not only should you be setting the stage for your growth, but you also play a large role in the success of your reps’ learning initiatives. Don’t let neglecting L&D lead to failure for you and your team. Learn the crucial elements to a L&D program and how to get the support you need for a strong program in the comments below. How do you ensure you and your sales reps are continuously growing and succeeding through effective L&D programs? #LearningAndDevelopment
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Learning & Development Strategy | Innovation & Transformation | Culture Development | Global Leadership
This time Steve and Brad are at a working dinner. How many of you have been at such a dinner? I use these instances to teach young professionals that are in their first job how to act at a company sponsored dinner. 1. Never have more than 1 drink. 2. Listen more. Talk less. 3. Remember your proper dinner manners. The outcome is that you will learn a LOT as everyone else is drinking and talking. I once found out that the Engineering Director, who was in charge of all projects at the company had a $2M budget and had enough money left over to invest in my training program. I sent my best engineer/trainer to Germany for 6 weeks. On his dime. So yeah, drink less, listen more, and... don't look across the table through a fork in case your engineering director is saying a bunch of boring words. And if you want to stop working for boring managers and start enjoying your job, give me a shout. I help people pivot to their next job. Thats what I do. #careercoach #CompanyDinners #ListenMoreTalkLess floydspencer.com
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