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Developing a Training Table for Novice Salespeople
Guest articles > Developing a Training Table for Novice Salespeople
by: Daniel Milstein
Once you have developed a sales company and brought it off the ground, you have to be able to hire and train new people to assist your growing team. Be able to provide them with all of the support you would have wanted when your career began.
I devote a portion of each day to our training program for new salespeople, providing them with support that was lacking in my earliest sales days. I tell the selected trainees that for their first six months at Gold Star, they will sit at one of the desks in my personal office so that they can learn all facets of our business. They listen and watch how I speak to customers and lenders, hear how I review loan programs and handle problems, and generally begin preparing to develop their own business--all under my close supervision. Of course, it isn't always easy for them as I observe and critique their phone calls and other work. But these novice salespeople know that when they have finished the 12-month training, they will be well prepared for success and assured of earning a nice income.
Several of our sales managers also serve as trainers, but I felt that this is one of the best ways for me to continue sharing some of the crucial lessons I would have welcomed as a fledgling originator. The arrangement may seem like an inconvenience--as my office often becomes a noisy workroom--but there has rarely been a problem. Moreover, it definitely helps them and our bottom line: they assist me in closing more loans, and as a company we retain loyal employees who appreciate our investment in their future. I have personally gained a great deal from this sales training as well. For example, while others consider me to be a demanding (but fair) CEO, I believe I have become more patient as a result of working closely with new salespeople on a daily basis. I have also developed an even greater appreciation for the personal challenges with which people deal, and the importance of recognizing individual achievements.
To make this training table concept work, you have to screen candidates carefully. I typically look for recent college graduates who want to learn, are willing to work hard and committed to devoting long hours for an initial modest income. I make sure they understand what is required, that they will be working with one or more other trainees in 'close quarters.' Not everyone is receptive to the regimen.
You also have to provide a structured environment to accomplish the 'curriculum;' a set list of strategies, skills and other lessons that you wish to impart. For example, the lessons include basic product knowledge, phone skills, customer interaction, and closing techniques. It is a mistake to use these trainees solely as personal assistants--running errands without giving them any foundation to be a successful salesperson.
As a salesperson you will have to bring on novice salespeople to assist your team as your business grows. In order to help them succeed in their career and in your business, provide them with the structure, strategies, and lessons that you feel are key basics for any sales professional.
Daniel Milstein is the bestselling author of ABC of Sales. For more information, visit: http://amzn.to/ABCARTICLES.
Contributor: Daniel Milstein
Published here on: 07-Oct-12
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