Imagine yourself in the shoes of a frustrated sales leader. You’ve just finished reviewing your team’s results from the latest quarter, and with a hefty sigh, you acknowledge that they are underperforming. This is disheartening, considering that in the last year, you have invested a lot of time, money and effort into developing what you thought was a comprehensive training program for your team. You meet with a training and development professional to talk about rolling out another training course. It’s obvious that your team is going to need one to improve their numbers, right?
Dig Deeper Than Your Assumptions
The scenario above is very common. Instead of jumping to conclusions about rolling out version two of your sales training, you might want to take a step back to rethink your training and development approach altogether.
Define Skills and Competencies
Start by asking yourself, what skills or competencies are essential for success in the role? If you can’t identify them right off the bat, you might want to look to your top performers. What makes them an all-star? Once you define the competencies that are essential for the role, these should be made transparent to current as well as potential employees.
Fill Any Content Gaps
Next, you should ask yourself if you have the right training materials around each competency. If not, you have a content gap that must be filled! It is essential that you have a set of learning materials prepared to develop each competency viewed as crucial to the role.
Coming from performance management and organizational development backgrounds, professionals at Expectancy Learning bring clarity to program planning. Let us help you make your next training and development program better align with employee needs to experience actionable results!
In the next blog post, we will continue by talking about the importance of tracking these competencies. Be sure to follow us on LinkedIn, so you don’t miss a beat!