Training helps.......... But insufficiently

Coaching, guiding, following up on courses

learning delta is convinced that training without preparation or follow-up is useless for most people.

In short learning delta think that managers must be involved in any program for their people in:

• Setting objectives.
• Assessing individual learning needs and group needs.
• Understanding and co-developing the sales model that's being used (if not existing already).
• Being able to observe versus standards defined.
• Being able to give feed back and coaching to achieve the standards defined.
• Being prepared to do field visits which further develop their people.

Together with learning delta the managers make a 'Skills Inventory' (SI). This is a set of competencies which are important for the learning needed: from the competencies follow the learning goals.

Per competency there are behavioural indicators which function as a guideline for the standards of any sales call.

Early involvement of management ensures their understanding and commitment to the training intervention. It also enhances their ability to coach.

After the Skills Inventory is completed, management and trainer decide on the priorities of the training. This results in the detailed training objectives which are reflected in the 'Performance Checklist' (PC). The PC is also the tool which is used to measure progress, document coaching results and plan further development per employee. The common language helps to structure the complexity of a sales call and serves as a platform for the discussion between manager and sales person when working on individual improvement.

This approach means a little more work, higher commitment a little higher initial investment and a far higher, measurable return on investment than when training is offered in isolation.