Does Your Sales Training Lose Its Flavor?

How often have you seen this scenario? A company sends a top employee to training, then expects that employee to come back and train the rest of the team for success. Does it work? For low-end skills, like running the cash register or using a new e-mail application, sure it works. For high-end skills that involve attribute and attitude changes, it often falls short. The top employee reaps the benefits of the training, while the rest of the team promptly forget the training summary and go back to business as usual.

The other side of the issue is that trainers are generally prepared above and beyond the average learner. They have demonstrated course capabilities and communication skills that often cannot be replicated by those who attend the training a single time. They know when to stop and reflect on key points and when to move forward. A training summary often veers from the learning path, a path proven through methodology and practice.

Let’s look at an alternative. A company sends the whole team to training. They all participate in the lectures, activities, object lessons, and role playing. They all com back and discuss the training at regular meetings over the next several months. The training impacts the culture and the whole team is raised to a new level.

Do you think the second scenario is just wishful thinking? Think again. Wilson Learning research shows that peer involvement can increase learning effectiveness by as much as 33 percent. When peers receive training along with structured reinforcement activities, the training is more likely to have a sustained effect long-term performance improvement. And isn’t that what we’re after.

Make a lasting investment by investing in a whole team. Make all your team members winners. Top performers will most likely still be top performers, but the whole team will begin performing at higher levels.

For more information on training that creates lasting, profit-building change, click here.