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4 Mistakes when choosing sales training
Information about the author
Jakub Wolert
A graduate of the prestigious IRSM - Business Development Mastery programme, a course under the guidance of Szymon Negacz, he is a sales and marketing practitioner with a passion for the latest technologies and the real estate industry. His education covers not only the theoretical aspects of business, but also the practical skills acquired during his internship. Fascinated by the dynamics of the market, he decided to combine his knowledge in the area of modern technology and sales, which was reflected in the rapidly growing company QuickPick. His business focuses on providing effective solutions for companies, helping them to achieve success in marketing. Fully committed to growth, I am constantly looking for innovative strategies and technologies to meet the dynamic demands of the market.
I have gathered here four typical mistakes that I encounter when organising sales training. Of course, more are possible, but these appear most frequently.
Mistake 1 - Variety of methods
Different instructors bring a variety of techniques - one may prefer an approach from Australia, another draws knowledge from a well-known US vendor and another may draw on strategies from global corporations. Each brings his or her own experience to the training, often promoting different solutions to the same issue.
The problem arises when companies cannot justify why they have decided on a particular sales methodology. While the methods may seem similar, it is important to get it right for the specific business. A coach who is familiar with several methods and can adapt them to the needs of the organisation is an excellent choice.
Mistake 2 - Selection of 'attractive' training courses
Choosing 'off-the-shelf' training, while quick and easy, may not always meet the needs of the team or the specifics of the industry. Rather than being driven by readiness of delivery, it is worth conducting a thorough analysis of development needs. Consider consulting with an experienced trainer who can help determine what training will be most effective in solving the company's problems.
Mistake 3 - No training objectives
The most common problem encountered is the lack of a clearly defined training objective. Training should have a clearly defined business objective, such as increasing the number of new customers or improving the ancillary sales rate. A clear objective allows the selection of appropriate methods and tools, as well as the evaluation of training effectiveness.
Mistake 4 - Training as a 'gift'
Often companies offer sales training as a form of support for salespeople, but they are not always interested in participating. For adults, the perception of purpose and need to learn is crucial - without this, motivation to absorb new knowledge is low. It is more effective to involve the team in the process of identifying areas for development, which increases the commitment and effectiveness of training.
To sum up:
It will not always be perfect and not everything can always be planned for, the most important thing is that you know the purpose of your actions and the benefit that the action you are embarking on will bring you.
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