Globalization means businesses have an ever increasing need to scale their operations, and recent Mindflash reviews suggest that we're helping businesses do just that!
In the divided world of sales and product expertise, the salesperson typically chats with a customer about a product or service with canned catchphrases and relatable industry jargon while the Subject Matter Expert (SME) cavorts with the C-suite and product engineers. One is on the front lines communicating the information, while the other is in the office creating and disseminating information. And the customer or client, whom they are both intentionally serving, its receiving information from different angles and degrees. Line managers in market-facing roles need a way in which to curate, if you will, a relationship between a salesperson and a SME in order to best serve their clientele with up-to-date information as well as professional relationships.
Is there a more critical function in most companies than enabling sales professionals to excel their jobs? After all, a high-performing sales force is the lifeblood of most organizations including non-profits. Most businesses realize this already -- but many often allocate sales training resources in the wrong areas. According to Bersin & Associates, 73% of companies believe their most valuable learning approaches are informal, yet only 30% of resources are focused there.
Try this number on for size: On average, large organizations spend close to $1,000,000 per year on sales training. This is a staggering figure considering that studies show 70% of what sales people learn about how to do their jobs, they learn from informal approaches.
Corporate learning and development is an ever evolving process. Whether someone chooses to take a certification course, take a trade school class or go through college; getting your staff to better themselves is crucial to the success of your enterprise.
We are very excited to have a special guest author on blogging with us this week!
Everyone, not just the President, could use a 100 Day Plan when taking on a new job or position. A thoughtfully created 100 Day Plan, supported by effective online training, can drive organizational accountability for ensuring new hire success.
I catch myself, sometimes, misusing the term “stakeholder”—or at least using it in an unnecessarily limiting way. I simply apply the term to those people who hold the purse strings for my initiatives. They receive the bulk of my sales, persuasion and negotiation efforts. And I think of these people as my sponsors, or “learning champions”.
The day is not too far when the concept of a company campus or an office where everyone comes in to work and leaves during highly overlapping hours becomes a thing of the past.
Leaders of training departments receive training requests continuously, and it is their job to respond to these requests with solutions after a proper analysis. Solutions can come in many forms, from formal multi-day classroom training to online training to telling people to watch a YouTube video. YouTube has certainly enabled an enormous variety of learning options that anyone can find. On YouTube you can learn just about anything from making a healthy smoothie to how to negotiate a salary during your next job interview.