Checking what they learnt

Hold yourself responsible. Whether your salesmen are smart enough to learn is not open to question. The question is whether you’re smart enough to teach! If they haven’t learned, it’s because you haven’t taught. Check their understanding. There are two ways to check. First, ask questions. “What should be done next? Why? Is that the best way of doing it? How do we know?”

A second means of checking is by observing performance. Can they perform the task in the meeting? Has every person demonstrated his ability to perform? Once they’ve mastered it in the classroom, have them apply the lesson in the field. The sooner they apply it, the better they will remember it. Besides, practical application is the ultimate objective ofi all group training.

Appeal to as Many Senses as Possible

There are five senses-sight, touch, smell, taste, and hearing. We learn through all five. You should appeal to as many senses as possible. Let the group learn all they’re willing to learn through the sense of hearing. Then go to work on the other four. Let ‘em see it, touch it, smell it, and taste it. Many subjects cannot be directed toward all of the five senses. But every subject can be aimed toward two or more of the senses. Most things can be beamed toward at least three senses.

How could your audience hear the durability of wallpaper? Pull the ends apart suddenly. It will pop the paper like a shine-boy cracking a shoe rag! The audience actually hears the strength of the paper.
How can your audience be convinced that shoes are well made? Pass them around. Let everyone take a sniff. Good leather smells like good leather!

How to Sugarcoat Your Training

Salesmen want training. Why not? It saves time for them, makes their work easier, increases their earning power, and prepares them for bigger jobs. They want training. But they don’t want it called “training.” There’s something about the word that depreciates the people being taught. It makes them feel subordinated. Thus many companies hold sales meetings instead of training meetings. They offer executive development programs not courses. They conduct sessions rather than classes.

A company engaged in direct to consumer sales has discontinued training meetings. Instead, information meetings are conducted. Their salespeople don’t like the thought of being trained. They do want information, however. Result: attendance, which is voluntary, is up 17 percent. Each presentation should be interesting. Inject humor and animation. Merchandise your training. Sell it. Training can be enjoyable. Make it that way!

Keywords: Sales, Marketing, Business, Sales Training

Tags: sales meeting

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