Comments on: From Classroom to Paycheck–Making Sales Training Work

By: Henrietta

Henrietta — Thu, 06 Nov 2008 05:48:29 +0000

Thank you. What you need))

By: The Pipeline » Blog Archive » Catching up on some reading

The Pipeline » Blog Archive » Catching up on some reading — Thu, 07 Aug 2008 17:02:22 +0000

[...] and Sales Management Blog, there is a great post with respect to the effectiveness of training From Classroom to Paycheck–Making Sales Training Work and how to take an approach to getting more lasting results. I have always believed that the [...]

By: Steve Rowe

Steve Rowe — Wed, 06 Aug 2008 16:40:47 +0000

Paul
Your article is excellent.
We held a seminar here in the UK in june and I asked the thity sales directors and CEOs present if they knew the return on their sales training investment. Unsurprisingly none of them did. I also asked how much of their time did their sales managers spend with their people and customers. The answer was “we don’t know”. We have carried out some research recently that shows that over 60% of sales managers’ time is spent on internal issues. They do not go on the courses they send their peopleon and as a result are poorly placed to coach them even if they had the time. Until general management realise that the job of a sales manager is to manage sales rather than Excel Spreadsheets forecasts and other wasteful activities they will never improve their people or their sales performance.

Steve Rowe
Director Koru Consulting Ltd

By: Tibor Shanto - The Pipeline

Tibor Shanto - The Pipeline — Mon, 04 Aug 2008 16:57:01 +0000

HI Paul,

You raise a number of great points. Coaching is key and many companies over look the need to incorporate it into their training. While many face the economic challenge of a full blown coaching initiative, many also overlook the opportunity they have to impact behaviour change through their front line managers. There are also economics involved there, but much less than at the rep level and with a greater potential return.

Many sales training initiatives are head office lead, and overlook the reality of what happens a week later when everyone is back in their old haunts. In many instances managers are not given an action plan to reinforce the training and ensure that change happens; in some instances they are not even required to attend the training. This is just asking for change not to take place. The front line manager is the linchpin; if you get them to coach you can derive value beyond the few that just get it.

Tibor

By: From Classroom to Paycheck–Making Sales Training Work

From Classroom to Paycheck–Making Sales Training Work — Sat, 02 Aug 2008 03:00:48 +0000

By: Prof. Seeman

Prof. Seeman — Sat, 02 Aug 2008 01:47:09 +0000

You make some good points above.
However, I also think that this can be helpful to you:
Go to: http://www.panix.com/~pro-ed/

If you get this book and video: PREVENTING Classroom Discipline Problems, [they are in many libraries, so you don't have to buy them] email me and I can refer you to the sections of the book and the video [that demonstrates the effective vs. the ineffective teacher] that can help you.

[I also teach an online course on these issues that may be helpful to you at:
http://www.ClassroomManagementOnline.com ]

If you cannot get the book or video, email me and I will try to help.
Best regards,

Howard

Howard Seeman, Ph.D.
Professor Emeritus,
City Univ. of New York