5 assignements needed by saturday morning

Week 2 1

Week 2

Teddy R

Rasmussen

Author Notes

This research is being submitted on October 19 2014, for Teddy R B464/MAN Performance Based Training and Instructional Design

Just like my job sales skills are the most important in any job. Selling skills are critical in organizations that rely on ongoing buying from customers or clients. The ability to build relationships with customers, persuade them to make purchases and generate repeat business is at the heart of selling. Sales are a component of a company's marketing and promotions. I feel that selling is generally one of the most persuasive forms of promotion a company has. Persuading prospects to make purchases is a common objective of sales. Sales training is essential to the achievements of a business.  Perhaps its most positive benefit is better employees.  A company develops the potential of an employee, and part of the way a company encourages improvement is through sales training. 

For employers, sales training allows them to locate a wider range of people with the kind of outlook that matches the company mission statement.  The right kind of perspective is a hard thing to cultivate, whereas workplace specific proficiencies are easier to nature.  The other advantage employers should remember about sales training is it offers them an improved retention rate.  Employees are more loyal to companies that value their growth and want to cultivate it, and thusly provide a better performance and decrease the rollover rate at any company, no matter how small or large.  If an employee thinks a company values him or her, that sentiment will go into whatever the employee is designing, selling, manufacturing, etc.

Developing a task analysis for sales training there are steps where you can measure this.

Step one you have to define sales goals clearly before sending your employees out to make their sales. Your team will not know how to reach objectives properly if those objectives are not clearly defined from the beginning. If you have strategies you'd like to see implemented leading up to the accomplishment of sales goals, clearly state what your game plan is and provide copies of this plan to your team if necessary to ensure that everyone is on the same page.

For Step two you have to assess the individual skill set of each employee. You may have a team with varying degrees, work experience and training, so a one-size-fits-all strategy to complete a task may not work for all your salespeople.

For step three you have to monitor the environment in which your salespeople work. For example, if they sell products or services to clients in face-to-face meetings, quietly observe these meetings. If your salespeople primarily use office phones to conduct their sales, listen in on sales pitches they deliver over the phone. Do not hover while you monitor, but instead extend an ear to the situation to get a feel for how things are going. Observe your salespeople carrying out various tasks in and out of these situations. Use a pen and paper to take notes on what you observe, including positives or negatives in selling tactics, problems with appearance or demeanor, poor sales pitch organization, a weak introduction and other facets you notice such as lack of eye contact with the client.

For step four you have to organize your notes into individual employment assessments. Meet with each salesperson on your team and provide him with a copy of his employment evaluation. Explain to your salespeople that after monitoring their activities you were able to accurately assess their strengths and weaknesses within your organization as they undertook sales tasks. Do not only point out the negatives within an employee's evaluation, but discuss positives as well. Set individual objectives for each employee based on his task performance. Tell your salespeople that these objectives will be revisited on their next performance evaluation.

Last but not least the final step is to continue to monitor your salespeople's tasks following their employee assessment. If necessary, create mini-evaluations leading up to future assessments with any concerns or advice you have about the way they are completing individual tasks. Adult learners have characteristics that set them apart from 'traditional' school or college learners. All adults come to courses with a variety and range of experiences, both in terms of their working life and educational backgrounds. This impacts on how and why they participate in learning.

Last but not least from the two bottom references I don’t think people learning falls on the person learning rather the person teaching. Be patient with yourself, and honest. Know what you've done well and pat yourself on the back. Fix what needs fixing. Being good art teaching a group is really hard to find, like everything else in the world you don't want to burn out. Take pride in what you do. And remember your actions impact the people learning.

Geoffory J. (2014) The Most Important Sales Skill of All Retrieved from http://www.inc.com/geoffrey-james/the-most-important-sales-skill-of-all.html

Katie L. (2012) The 7 Styles Of Learning: Which Works For You?

http://www.edudemic.com/styles-of-learning/