Kindle Notes & Highlights
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August 17 - September 18, 2022
Rather than prompting the trainee, get in the habit of having them tell you what they did.
E IS FOR EVIDENCE/FACTS
Remember, training is as much about reinforcing desired behavior as it is about introducing new skills.
As the trainer, it’s critical you understand what is possible and what everyone is to strive for, and it’s critical for the trainee to have visibility into this as well.
mine the numbers of some of the best people in the company to come up with your own metrics.
Without data, we have nothing to measure or any way to follow through with accountability.
HOW TO A.C.E SELECTING YOUR TRAINING TOPIC A – Active. Actively listen to live interactions while taking notes. Be involved. C – Conversations. Conduct both pre-and post-sale-autopsy. Talk to your learners. Have conversations. E – Evidence. Evaluate facts and data, review real evidence against benchmark ratios, scripting, and systems. Diagnose scenarios in groups of three.
The added benefit to providing targeted training that addresses your team’s real needs is that they will learn to trust you. As they see their numbers improving as a result of implementing what you share with them, you will earn more and more of their attention more easily. They will become eager learners when they see that your direction radically affects their bottom line. And you’ll beam with pride when you see your team thriving.
FINAL STEP: CRYSTALIZE YOUR GOAL
Crystalizing your goal = Purpose + Action
Crystallization of your goal lies in the clarity of your purpose and the specificity of the action steps you want your trainees to be able to take once you’ve completed the training.
“BEGIN WITH THE END IN MIND.”
CRYSTALIZE YOUR GOAL BY ANSWERING: WHY you are doing this training? What EXACTLY is the purpose? What ACTION do you want the trainee to be able to do by the end of your training?
When you complete the training, always ask the trainee what they learned from your training.
Ask yourself: What is the purpose of this training? Which part of the sales presentation could have the most impact if you really zeroed in on it? Before conducting the training, did you evaluate which common spots you find yourself repeating over and over that may improve ratios if the trainees could actually hear live how to do it correctly? What ACTION do you want the trainee to be able to do by the end of your training?
Ask yourself: What is the purpose/why exactly are you doing this training? What is this “Top Sales Guy” doing that could benefit the team you are trying to develop? Have you had a conversation with the “Top Sales Guy” to prepare? If he’s “at the top” we want to make sure what he’s going to share is intentional and to the point, too, that it will help the team you are developing. Gifted sales people often don’t understand why they do certain things, so an interview beforehand to make sure we have useable content and can use this in the GETDEALS system would help to make sure we don’t have a 5%
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Ask yourself: What is the purpose/why exactly are you doing this training? What are you doing specifically that could benefit the team you are working to develop? What does this group really need to hear that will accelerate their growth? What parts of this needs to be broken down into the highest priority chunks so that you can role play and give a useable assignment to the trainee? What ACTION do you want the trainee to be able to do by the end of your training?
We don’t want to work on what matters most; we want to focus all intention on what is going to move the needle first.
Always ask yourself: What is my PURPOSE and what ACTION do I want my learners to take after the training?
E IS FOR EDIFY
are your trainees excited for your training sessions like it’s the Super Bowl?
“We are the stimulus that creates the response,”
The “E” stands for “Edification” in the GETDEALS process.
“ABILITY IS WHEN YOU HAVE THE SKILLS TO TAKE ACTION. MOTIVATION DETERMINES IF YOU TAKE ACTION. ATTITUDE DETERMINES THE LEVEL OF YOUR ACTION.” -MIRANDA MARTIN
Think of yourself in your trainee’s shoes. Really think about what it must be like to be in their position. Think about how long they’ve been with the company, what other experiences they’ve had and what previous training they’ve received. Really start to think intentionally about what training topics will really help them excel. How can we truly build excitement for what we are about to work on together? What problem will it solve? What frustrations are they facing now? What opportunities will this present? How can this help them become better?
The door swings wide open when we present social or data-driven proof that the training we’re about to deliver will solve or avoid a problem for the trainee. You can do this by presenting facts and/or sharing stories. Once the trainee really sees that this will benefit them, they become excited to learn.
FIVE MINUTE RULE We only get five minutes before the learner will gain or lose interest in the training.
In August 2018, research from the UK’s telecoms regulator, Ofcom, reported: People check their smartphones on average every twelve minutes during their waking hours. 71% of people say they never turn their phone off. 40% say they check them within five minutes of waking.
On average, a person spends 11 minutes on a project before being distracted. After an interruption, it can take about 23 minutes to regain focus. People switch activities every three minutes, either making a call, speaking with someone in their cubicle, or working on a document. The average office worker is distracted every three minutes.
you can always help to eliminate distractions by providing notepads and pens and encouraging people to put laptops away and cell phones in a basket. However, the true answer to enlarging motivation lays in how well we perform the edification stage.
I’ve kept in mind that we’ve had to first show value. I understand that their attention is an investment and people expect a return on it. If our topics don’t provide value, (or we fail to articulate the value up front), we’ll never attract an audience.”
PART TWO HOW TO EXECUTE THE EDIFICATION “If you fail to prepare, you’re preparing to fail.” -Benjamin Franklin
EDIFICATION PLANNING QUESTIONS What could be preventing trainees from wanting to act on what you are about to present? Why has the trainee not been doing this effectively already? (Identify current roadblocks so we can remove them.) Specifically, why does this skill/situation need to be improved? How will this benefit the company? Specifically, what’s in it for the trainee to fix this? How will this make their lives easier? Financially? Stress relief? What supporting evidence or stories of past successes do I have that show that this training works? What statistics can I show to prove this
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The more you can make it about them, the greater your success will be in this stage.
TAGS stands for: Troubles/Explain the trouble you are facing, in detail (war stories are helpful) Agony of Defeat/Consequences Goal/Objective Success Stories
Pain is the only true driver of change.
NOTHING SIGNIFICANT HAPPENS IN OUR LIVES UNTIL THE PAIN OF STAYING THE SAME OUTWEIGHS THE PAIN OF CHANGE.
HOW TO CREATE WAR STORIES: Be vulnerable. Identify your goal and share your relevant prior challenges. Prepare and share related 3rd party war stories. When possible, have veterans share their personal war stories/struggles. (It’s always best to interview any presenters before going live). Use videos, facts, infographics, and anything else you can find that makes the situation real to the trainee. YouTube videos (under 3 minutes) are a fantastic resource.
T.A.G.S. OPEN THE LEARNER’S MIND BEFORE STARTING A TRAINING SESSION Troubles/Explain the trouble you are facing. Share war stories. Agony of Defeat. What are the consequences of not doing this? Goal/Objective – What’s in it for your learner? Make your vision clear. Success Stories – Share success stories. “If they can do it, I can do it.”
AGONY OF DEFEAT/CONSEQUENCES (TAGS) “Get Fired or Get Fired Up!” -Jeffrey Gitomer
Things to consider highlighting for your trainees: Financial loss: quantify how much money is at risk Avoid embarrassment or shame/getting in trouble Avoid a termination Avoid a demotion
Fear of loss is one of life’s best motivators. People spend more time worrying about what they can lose than dreaming about what they can gain. The idea here is not to threaten but to inform.
EXAMPLE OF SALES AGONY OF DEFEAT/CONSEQUENCES “You must hit this (insert standard here) to avoid getting demoted.” “The last representative I saw doing (insert what you just saw here) got terminated. Let’s talk about how to do this differently so that doesn’t happen to you!” If you choose not to do this, you’ll be missing out on the possibility of enhanced commission/bonuses/etc. If you choose not to do this, you’ll be letting your team down. Remember, this is a group effort. If you forget to do this, you’ll have to go back to the beginning and start over again. You could add as much as an
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GOAL/OBJECTIVE (TAGS)
Be as transparent as possible.
“My goal of doing this training is to make sure you have the skill set to help schedule half the clients you get on the phone or sell half the prospective clients you get in front of.” “My objective for this exercise is to make sure when a client tells you they need to ‘think about it’ you are able to overcome it at least three out of four times that you hear it.” The goal is for you to be able to make three sales out of ten leads.”
SUCCESS STORIES (TAGS)
Probably one of the most impactful ways to get buy-in from your trainee is to be very specific on the benefits they will receive once they succeed.
Overview: Benefits to consider: To get MONEY/paid/commission To earn a raise To receive an award To earn a promotion To get recognition (one of the most effective and fun forms of compensation and it’s FREE!)
Present proof: “I know you can do it. _______ did it, ______ did it, and this new person, _______, is on track to do it, too. What we’re going to work on today will ensure you have the tools to make that possible for you as well!”
