Successful corporate training is all about behavior change. Employees adopt new behaviors that translate into increased performance and better outcomes. Continuing medical education (CME) has strikingly similar goals. In this first skill-based CME article, we will explore what has, and has not, worked well in corporate training, and apply these insights to CME.
(Originally published in Training Journal)
Training provides knowledge, but without practice, it quickly recedes and becomes a wasted investment. What can we do?
Call of Duty immerses gamers in a realistic virtual experience. Virtual game technologies can be adapted to do the same thing for business people – immerse them in realistic situations where they can safely practice making decisions, and then receive expert feedback and coaching. It’s a perfect fit for many training applications, such as leadership development, or adopting new processes in sales and coaching.
Skill development requires intensive interaction, and typically involves one-on-one coaching. Therefore, moving this training online requires a different approach and different tools. E-learning tools, while effective at enabling knowledge acquisition, are woefully inadequate for the task. Good news! There are powerful immersive technologies that effectively move skill development online. In this article, we’ll explore them.
This article was originally published in Life Science Trainers & Educators Network’s (LTEN) Focus Magazine.
Pulling training concepts through to the workplace is a challenge, particularly in leadership, coaching, and sales. Why? Because workers may “know” the concepts taught but lack the skill and the confidence to use them, once they’re back on the job. So, nothing changes.
Developing skills, particularly these soft skills, requires a different approach. Trainees don’t want to risk failure by trying something new in real situations. That’s where practice comes in. Roles plays at the end of a training session are a start, but they’re not comprehensive enough, nor do they provide the reinforcement weeks after training to drive behavior changes.
If you’re like many leaders we talk to, videos are not delivering the results you want. Why? Because certain types of training require more hands-on experience to make them stick – like leadership development, sales, coaching, and other areas where decision-making is important.
What’s the solution? For these situations, you can move training resources to virtual technologies that provide hands-on practice and coaching feedback, while still preserving cost-effective mobile delivery.
Let’s dive into the five reasons to ditch videos for virtual, hands-on learning and training….
With so much information available online, B2B buyers are much further along in their buying journey before making contact with a salesperson.
What’s the difference between tactical and strategic sales performance initiatives?
Tactical initiatives typically solve pressing needs, such industry updates, breaking news on the competition, or the latest product information.
Strategic initiatives maximize the significant investments made by an organization in training, sales processes, and coaching. Strategic needs lurk below the radar and often go unnoticed, yet when strategic needs are addressed, they can create significant performance gains for the company.
Here we will explore three strategic needs to improve sales performance. They are hard to solve, and I will describe how new technology offers a promising solution to all three.
Want to know a great way to squander a sales opportunity? Let your salespeople practice proper sales techniques and good decision-making, in front of prospects. Yes, you can teach salespeople in a classroom, or through meeting-style role-plays, but is your sales training and sales process translating into real performance gains? These common problems stem from the same source — and there is a solution.
Great performance requires great coaching. Sales is no different. It’s a situational-thinking game.
Optimal performance requires both practice and expert coaching from those who’ve mastered your sales processes. We all know this, but acting on it isn’t easy: Setting up one-on-one, expert sales coaching is difficult, and expensive to scale. And sales managers often lack the aptitude to be great coaches.
Technology can help! We’re not proposing a mad scientist’s experiment to clone your best sales coaches here... the real solution is better! There is a realistic, optimal coaching strategy that can be implemented in a scalable way.
As our mothers often say, “practice makes perfect.” Where do you practice in your sales organization?
Practicing through role-plays, with a sales trainer in a classroom, or on a field ride is fine — but it’s out of context: not in the actual selling environment. Speaking of that, how much time does a sales trainer really get with a sales person, coaching in the field? The answer often is: “Way too little.”
So practically speaking, where are your sales people practicing? They probably spend far too much time practicing in front of your company’s real prospects, resulting in slower ramp-up times and lost sales. Let’s not do this!
We need to build safe, scalable environments where sales people can practice and make mistakes, without the fear of losing a deal.