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Monthly Archives: December 2005

Sales training increases the performance of salespeople, resulting in increased sales
• By preparing salespeople to maximize the effectiveness of each customer encounter
• By teaching salespeople a systematic selling process that makes it easier for them to apply specific selling techniques based on customer-initiated buying signals
• By improving the ability of salespeople to carry out corporate-endorsed selling strategies

Sales training improves customer relations
• By helping salespeople understand their customers’ underlying buying motivations
• By enabling salespeople to deal more effectively with customer concerns and objections

Sales training improves the cost effectiveness of selling activities
• By training salespeople to qualify and prioritize genuine opportunities more quickly

Sales training can reduce turnover for sales personnel
• By getting new hires up to speed more quickly
• By helping experienced salespeople become more successful with existing opportunities

Sales training reduces overall training costs
• By making more effective use of salespeople’s training time
• By making more effective use of current training resources

Sales training improves the overall effectiveness of training
• By applying it universally throughout the company’s entire sales, sales support and marketing organization

Posted by Diane Carter
Creative Coach & CEO,

Questions can change your life, in the smallest ways and in the largest. Ask more every day and every day you will get more back. Remember the last and most important question of all:

• What should I ask?

Diane Carter
Creative Coach & CEO,

• Can you help me?
• Can I help you?
• Am I where I want to be?
• What do I want to do?
• What are my options?
• What questions should I be asking?
• What do I need to do to meet my goals?
• What am I willing to change to get there?
• What did I accomplish?
• What could I have done better?

Diane Carter
Creative Coach & CEO,

In order to increase the effectiveness of training, you must take into consideration the attitude your team members have toward being trained and the styles of training the trainer uses.

Most training and feedback styles can be separated into three categories: The boss, the critic and the adviser. These roles can be described as follows:

• The boss typically assumes he knows the right way to solve a problem and uses his authority to instruct his employee’s behavior.

• The critic is often a non-participant, sitting in judgment of other’s performance. The critic is not engaged in planning, development or performance, but issues and opinion as to how other’s participated.

• The adviser positions himself or herself as a resource to be used by the employee. The adviser recognizes the employee as a source of knowledge and takes a collaborative approach.

While there are certainly times when you may have to act in any one of these roles, when training, you’ll find the mentor role is the most accepted by the person being trained. It is only through constructive feedback based on observed behavior that true, lasting performance improvement takes place.

Diane Carter
Creative Coach & CEO,

• What if…?
• Is it worth it?
• What will I regret not doing?
• What might the short-term results be?
• What might the long-term results be?

Diane Carter
Creative Coach & CEO,

• Are we in agreement?
• Are you ready to go ahead?
• Is it a deal?

Diane Carter
Creative Coach & CEO,

Giving Feedback to Others
• What type of feedback would be most helpful to you?
• What do you plan to do with the feedback?
• Do you want me to just listen?
• Do you want me to ask questions and interact with you?
• Do you want me to give you advice?

Diane Carter
Creative Coach & CEO,

Getting Feedback from Others
• Did I understand you correctly when you said…?
• Did I answer your question?
• How am I doing?
• Have I done what you requested?

Tuning Into Yourself
• How do I feel about it?
• What do I think about it?
• What is my purpose?
• What assumptions am I making?
• What am I really trying to say with this message?
• What is the best way to phrase this question?

Diane Carter
Creative Coach & CEO,

Tuning into Others
• From what standpoint are you asking?
• How do you feel about it?
• How strongly do you feel about it?
• What do you think about it?
• What’s important to you?
• What are your priorities?
• Could you say that another way?

Diane Carter
Creative Coach & CEO,