Training Workshop Preparing to Real-World Sales

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Agenda, Methods, and Materials

Individuals that are effectively trained are more likely to be happier and more productive, which is why it is essential to consider not only the materials that must be taught but also the methods of accomplishing the training. In the workshop focusing on prospecting and buyer-focused sales, the materials are differentiated into visual, auditory, and kinesthetic. The most appropriate method of training entails the combination of three learning styles because every individual has a different style of approaching and comprehending information (Rogowsky, Colhoun, & Tallal, 2020). The agenda of the training workshop is to inform and prepare trainees for implementing real-world sales scenarios through simulations that address who to call, what to say during calls, and how to say it.

Simulation is the primary training technique to be implemented during the workshop. They have shown to be effective when it is necessary to develop a specific set of skills from workers. When simulations are done effectively, they reflect actual work situations and allow trainees to solve challenges they are likely to encounter on-site. During the sales simulations, trainees can be separated into sellers and their prospective clients to train their interactions to ensure that sellers know how to communicate to customers and persuade them to close a deal.

The sales simulations will allow trainees to practice hypothetical scenarios that may take place in real life and learn skills for closing sales and developing positive relationships with customers. Many of such scenarios will involve role-playing in which some trainees will take the role of salespeople while others will play the roles of prospective customers. The scenarios will show prospecting and buyer-focused sales trainees various situations that they will encounter with clients and gain important sales insights and understand best practices (Ehmann, 2021). In real life, prospective customers differ from one another: some are more open to discussions and have extensive product knowledge, while others are not responsive and lack product knowledge.

The scenarios of sales simulation will allow trainees to practice their marketing communication and prepare presentations prior to engaging customers in reality. Simulations are a common form of training that many companies use with their new staff, especially when it comes to assessing their communication skills (Nair, 2021). Many specialty product types, from policies of health insurance to modes of transportation, require specific knowledge. Because of this, sales simulations are put in place to enhance the knowledge and skills of trainees and make them more confident when speaking with customers in real life (Hanks, 2021). Within the simulation setting, trainees are offered a safe environment in which they can make errors and learn from them. For instance, if a trainee in the role of a salesperson misspeaks during a presentation, there is an opportunity for an instructor to point out the mistake and help improve the delivery. However, if an error occurs in real life with real clients, it can cost a company time and money as well as customer loyalty.

To support the simulations and equip trainees with the needed knowledge for their successful implementation, coaching and mentoring will also be implemented as a training method. With the introduction of training and mentoring programs at an organization, it becomes possible to create employee development opportunities and create relationships that help employees feel supported and educated. It is necessary to call for the assistance of specialists in the field of prospecting and buyer-focused sales who can share their experiences and expertise with trainees. The main role of mentors asked to participate in mentorship is to increase trainees’ effectiveness and to strengthen their engagement in the topics being discussed. In such a context, mentors usually help improve performance, help career development, as well as share knowledge, opinions, and experiences. They will implement guidance and counseling that is consistent with the expectations and the network of relationships that are relevant to the specific network of relationships within a workplace.

The materials used in mentoring and simulations will include audiovisuals such as tables, graphs, other images, and videos. They will illustrate relevant statistics in the area of prospecting and buyer-focused sales to encourage discussions on best strategies, inform trainees about the latest industry trends, as well as provide examples on how to carry out sales successfully. Using visuals is imperative for supporting the information being presented to trainees and allowing them to gather data on how they can become successful in their respective areas of expertise.

Location of Training and Training Climate

Considering the fact that the goal of the training is to educate trainees on the effective implementation of prospecting and buyer-focused sales, the training location calls for plenty of room for trainees to interact with one another and with coaches and mentors. The most appropriate location for the training is renting a coworking space with a conference hall to allow for some flexibility and make trainees comfortable in the setting. The location must have WiFi access and be equipped to enable participants to plug in their laptops in case they need them for any virtual training exercises. It is necessary not to prevent training participants from accessing digital devices; instead, the devices could be used as means of research as well as tools for recording valuable information that trainees want to remember and use in the future.

It is essential to survey trainees to determine a location that is accessible to them through their transportation means to ensure that they can show up and participate in the training. In case when trainees cannot come to the session, they will be provided with a recorded video of the workshop so that they can discover what was happening during sessions, so they do not fall short. The goal is to create an inclusive and welcoming environment in which all trainees are treated equally and given equal opportunities to learn at their pace. For anyone desiring to reflect on the session and to listen to it again, which is why the session will be recorded. Besides, having access to the recorded workshop can allow trainees to have materials that they can revisit if needed.

A training environment is expected to be such that allows trainees to learn and practice the skills that are expected from them. Creating such a climate may entail bringing together several components such as oral instruction and hands-on training in the form of simulations (Darling-Hammond et al., 2020). Through implementing intentional training for the target group of individuals, it is possible to facilitate enhanced productivity and the need for the direct supervision of workers when they implement tasks related to prospecting and buyer-focused sales.

A favorable climate is necessary to foster during training sessions to allow for the provision of instruction and guidance toward learning how to carry out specific tasks. Within such a climate, instructors are capable of identifying particular gaps in trainees’ skill sets and knowledge and making appropriate adjustments. An appropriate training environment will allow for the definition of learning goals, instruction, and relevant feedback on performance. In contrast to learning through observations, learning in a training and coaching environment is intentional and guided.

Within the training climate, it is necessary to develop a code of conduct so that everyone involved understands the positive and negative behaviors that can happen and act in accordance with the expectations of a positive environment (Mahan, 2019). The initial step in establishing an effective code of conduct is asking participants how they like being treated by others. From this point, the leading instructor will facilitate brainstorming of a list of behaviors that they believe will positively impact their training. Thus, it is imperative for the instructor and the trainees to agree on how they will act within a given setting and how any issues will be resolved, thus setting the stage for appropriate behaviors among everyone involved in the training.

The Characteristics of the Training Instructor

As said by William Arthur Ward, “the mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires” (as cited in Pavlou, 2020, para. 1). The topic of prospecting and buyer-focused sales is complex and multi-dimensional, which entails refining the list of prospects and potential customers, engaging in targeted messaging, maintaining contacts with prospects, as well as gaining access to important decision-making. The training instructor must be well-versed in the processes involved in prospecting and buyer-focused sales and know how to transfer their expertise and skills to others. This means that besides practical and theoretical knowledge in the specific area of expertise, the training instructor should be aware of educational strategies that will ensure the effective attainment of important skills and information (Khalil & Elkhider, 2016).

A training instructor is expected to continuously practice and develop qualities that improve their understanding of the specific needs and expectations of learners (Kim, Raza, & Seidman, 2019). To achieve this, a trainer should be a good and patient listener to listen closely to trainees, be open to answer questions and ask them, as well as be attentive to what the audience actually needs (Hardavella et al., 2017). For instance, trainees may report that they need more information in the area of prospecting since they lack knowledge. However, a good instructor will know that they have already been extensively informed about the process from the theoretical perspective and require practical skills.

Approaching training from the strategic perspective is another effective trait of a good training instructor within the given topic area. A strategic trainer understands that training is only effective if it fits the designated budget delivers the expected return on investment. Because of this, it is expected that a trainer will keep an eye on the ultimate goal of the training and handle limitations accordingly without compromising on training quality. This can be effectively achieved through being a partner with trainees and other stakeholders to have a tight grasp on the full picture of the process.

An important component of an effective strategic approach to training also entails encouraging engagement. An instructor will turn training into a two-directional process and avoid being the center of attention. Even though being entertaining and reputable is an important component of being an instructor, it is also important to absorb and retain new skills, going beyond entertainment. For the development of skills to take place, it is imperative for instructors to give learners opportunities to share their opinions and ideas, answer inquiries, and put what they have learned during training into practice (Rainie & Anderson, 2017). Thus, the traditional ‘top-down’ style of lecturing will not be not enough for achieving meaningful learning.

Training Budget

The cost of training sales employees can provide a significant return on investment and maintain organizational effectiveness. As suggested by a 2017 Training industry report, on average, companies spend $1,075 on one employee to get them trained (as cited in Hansen, 2017). The costs of training include the actual materials utilized during training and the time spent in each conference and training activity. Taking into account the average costs of training that organizations spend per employee, it is possible to formulate the current budget for the course. To educate trainees on prospecting and buyer-focused sales, it is expected to spend around $150 per person on average. The cost is associated with the fact that the workshop will only last three hours during one day, so there is no need for repeated meetings. The budget includes costs for renting a space to conduct the training, organizing logistics, paying for the time of the instructor and guest coaches, and so on. Besides, the budget considers the possibility of remote training and learning because some employees may need to stay at home because of the pandemic restrictions and participate in the workshop through online means.

Evaluating the Success of the Training Course

No matter how well the training course is planned, developed, and implemented, without evaluating its success, it is hard to understand its outcomes. Because of this, it is necessary to implement training evaluation metrics, which represent specific and measurable criteria that are used to determine the effectiveness of the training program (Hout, 2020). Standard training metrics that will be used include the number of trainees that complete the course, the rate of passed or failed knowledge assessments, the rate of behavior changes and practice improvements and return on investment.

With the help of KPIs, trainees’ progress will be measured to determine whether the training has been successful. The KPIs will include participants’ engagement, their satisfaction with the course, as well as the benefits that they attained as a result of the training (Cruz Villazón et al., 2020). Pre- and post-training measurements will be implemented to discover trainees’ attitudes and knowledge and compare the two statistics. In addition to tracking KPIs, the success of the workshop will be measured with the help of observing trainees’ behaviors during the course to determine how they use new skills, procedures, and thought processes (Omer, 2019). The observations will show whether trainees are implementing what they have learned, whether their performance is improving, and whether they seem more confident. By combining quantitative data from KPI measurements with the qualitative data obtained from observations, it becomes possible to have a full picture illustrating the extent of success of a training program.


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