Meeting – Every client has different issues and priorities. We need to understand the problems to be addressed with our training, the client’s capability and commitment to eliminate them, industry-specific issues that make these problems unique and ultimately confirm that both parties believe there may be a fit.
Assessment – Employees, managers and executives do not respond to training and coaching uniformly. Our assessment process determines who can sell, who will sell, who is “trainable”, potential for improvement/ROI, primary areas of focus and areas to de-emphasize.
Assessment Review – Company executives are debriefed on the assessments (and Overview when applicable). Both parties mutually agree if on-going reinforcement makes sense and appropriate training and coaching agendas for “trainable” participants (i.e. consultants, salespeople and managers).
100% Management Buy-In and Participation – Training or coaching initiatives fail without sincere support from management. Managers must not only participate in specific segments; they must also agree to reinforce the fundamental concepts during their reviews, discussions with consultants, salespeople and prospective hires.
On-going Reinforcement – Changing habits and thought patterns with prospecting, closing, pricing and sales management is not a one-time event. While we constantly introduce fresh concepts for salespeople or consultants, fundamental strategies are always reinforced to insure genuine change in technique, selling behavior and attitudes for selling strategy or tactics.
Activity Tracking and Accountability – Goal setting is only as effective as the habits and activities generated to support the committed goals. Tracking specific activities reinforces goal commitments, confirms progress and establishes benchmarks for future employees and consultants.