The Ultimate Sales Training Success Guide: Transfer Success Skills to People to Learn More So They (and You) Can Earn More

by Miranda Martin

Following are the top three reasons I’ve found that learners fall short on knowing what they are supposed to do: Trainers do not understand the real goal of the training. There is no intentional goal outlined, so there’s nothing concrete to strive for. Often, the trainers assume the learner should know what to do, believing the instruction is just common sense. The training delivery isn’t complete. In the conventional training world, most normal training sessions consist only of a demonstration or a lecture. As we learned from the learning pyramid, dictating results in only a 5% retention rate and a demonstration provides only 30% retention. Without the complete delivery cycle, the trainee has to do a lot of work to bridge the gap between the introduction of information and competency. Lack of confirmation. A common reason that learners often miss the mark is that they wholeheartedly think they are doing what you trained or asked, and no one has told them otherwise. Trainers and managers are often too busy to observe the trainee in action and offer correction as needed. As a default, trainees think they are doing what they are supposed to be doing, but in reality, without an inspection, they are often NOT doing what they are supposed to do, and no one knows it.