Leaders and presenters – ask for feedback!
Posted: Wed Jan 29, 2025 8:20 am
How to help sales staff develop the right learning mentality
It is the responsibility of sales leaders, trainers, and support professionals to help salespeople develop and maintain an open mindset to continue learning.
One of the best ways to address this is to offer them options, especially for those who are particularly hesitant or even resistant to taking training. Not everyone is naturally motivated to take advantage of every opportunity to learn something new and expand their skills.
Truly meeting learners where they are means providing them with information in a way that best suits their preferred learning style, whether that’s through a podcast, a book, or in-person training.
At scale, this could mean implementing a system where portugal telegram data learners can subscribe to courses of their choice, sign up, and stack and blend training in different ways. No matter how they want to receive training, there’s something for everyone.
In order for students to stay focused in class, they need to receive the training and coaching that works best for them. The only way to know what works for some and what doesn't for others is to ask for feedback.
You or your organization may already be doing this in the form of surveys and evaluations.
These are a few examples of feedback in practice. However, this will likely elicit mostly negative reactions and comments that are not necessarily helpful.
If people don’t tell you what works for them, you won’t know. Instead of complaining about why your salespeople “hate” attending training, learning materials, or taking a given class, ask them what they’d like to see more of. Ask learners what they like, or what their preferences are.
Maybe the content is rich but too tedious and they prefer shorter video-based content because visual learning works better.
Or for some learners, a workshop will be more helpful for them to role play or ask questions in real time.
It is the responsibility of sales leaders, trainers, and support professionals to help salespeople develop and maintain an open mindset to continue learning.
One of the best ways to address this is to offer them options, especially for those who are particularly hesitant or even resistant to taking training. Not everyone is naturally motivated to take advantage of every opportunity to learn something new and expand their skills.
Truly meeting learners where they are means providing them with information in a way that best suits their preferred learning style, whether that’s through a podcast, a book, or in-person training.
At scale, this could mean implementing a system where portugal telegram data learners can subscribe to courses of their choice, sign up, and stack and blend training in different ways. No matter how they want to receive training, there’s something for everyone.
In order for students to stay focused in class, they need to receive the training and coaching that works best for them. The only way to know what works for some and what doesn't for others is to ask for feedback.
You or your organization may already be doing this in the form of surveys and evaluations.
These are a few examples of feedback in practice. However, this will likely elicit mostly negative reactions and comments that are not necessarily helpful.
If people don’t tell you what works for them, you won’t know. Instead of complaining about why your salespeople “hate” attending training, learning materials, or taking a given class, ask them what they’d like to see more of. Ask learners what they like, or what their preferences are.
Maybe the content is rich but too tedious and they prefer shorter video-based content because visual learning works better.
Or for some learners, a workshop will be more helpful for them to role play or ask questions in real time.