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

by Miranda Martin

USE FACTS TO PROVE YOUR POINTS

performance. Numbers always speak volumes to a trainee.

I would start to edify this training by saying, “What we are going to talk about today is going to give you a chance to earn another $1000 per week.

Remember, at least 65% of people are visual learners.

”When we use what I’m about to teach, we will get you up to helping five out of 10 families you are currently meeting with, you could earn on average another $1,000 per week. You could, in effect, give yourself a $52,000 raise starting tomorrow. How would another $52,000 a year change things for you?”

Here’s another example: “What we’re going to talk about today is going to potentially give you a 20% to 30% raise in your income. By a raise of hands,...

Any time we can have the trainee think and answer questions it helps them stay engaged and helps to build the vision of what’s possible, as well as enabling them to see themselves achieving that vision.

Here’s how John Ziller recently motivated an advanced sales team: “How would you like to increase your closing percentage by 50% and add an additional $3,000 -$4,000 per month to your income without doing any additional work? What we are going to share with you today has helped over a thousand salespeople double their income overnight, build better relationships with their clients, and make the sales process feel a lot less like selling and more like advising. This has also generated more referrals, which creates more time for the salesperson to focus on money-making activities, instead of trying to prospect for more sales. In other words, work smarter and not harder. What if I could show you three simple steps to make that happen? Fasten your seatbelts, and we are going to show you why we have more six-figure earners than any other company in North America!”

FACTS TELL BUT STO...

Here’s an example of a story I recently used during edification of a training: “There are three critical things I’m about to share. What I am about to show you is something that is missed by new agents almost one hundred percent of the time. When I taught these three things to a new agent who had no prior industry experience just a few weeks ago, she was averaging around $7,500 in annualized premiums per month in sales. When she mastered these three things I’m about to share with you, she went from $7,500 in annualized premiums per month in sales to over $13,000 in a single week. Better yet, she’s been producing as much as she used to in an entire month every single week since then.”

the truth is that pay alone is what employees expect for showing up. Pay alone will generally get an expected job done to the degree that employees don’t get themselves fired. Positive reinforcement unlocks above average output.

“Managers should realize that rewarding employees for appropriate performance is performance maintenance intervention. It helps you get what you pay for.”

PHASE TWO: MULTI LAYERED EDIFICATION

We have two intentional areas you can brighten to raise excitement for the training that is about to unfold. When marketing and promoting the training When introducing the presenter at the start of the training Edification is not only critical in the start of the training, but you can work it in even earlier. It’s always a smart move to identify what’s in it for the trainee before they show up.

Last month I got to learn from Ben that his secret to a viral post lies in the creation of a viral headline. The viral headline should be emotional (provide a hook for the audience) and include numbers. For example: “If You’re Too Busy for These 5 Things, Your Life is More Off Track Than You Know,” and there’s another from Tim Ferris, “This 10-Minute Routine Will Change Your Life.” Ideally, Benjamin advises you should include two numbers. For example, one of Ben’s best performing blog headlines is: “The 8 Things Every Person Should Do Before 8 a.m.”

Here’s an example of how you might apply this for your team. “Find out how <agent a> with no industry experience averaged $30K each month in business during his rookie 90-day period!” If possible, include a photo of the presenter along with a brief bio to really increase buy-in.

EDIFY THE PR...

Edification is helpful in the introduction of the topic itself, but also for the presenter.

When edifying a presenter, be sure to tell your audience about the presenter’s accolades and resume/experience, their track record, and what makes this person special, that is, why should the trainees listen to this presenter, specifically?

Step 1: Tell the level of leadership/title and numbers from last year and current year if there is growth. Step 2: Edify them as being great at the topic of choice. Step 3: Edify their character if possible, something about who they are, not what they’ve done. Step 4: Thank them again and rally the team to listen up and take notes.

It never hurts to remind your trainees that if we don’t take notes, 80% of what we hear will be gone, so definitely grab your notepad and pen!

PREPARATION QUESTIONS TO ASK YOUR SPEAKER/CO-HOST Time with organization Title/Level of leadership Accolades/Awards Current team/personal production (if applicable) Other honorable mentions

INTENTIONALITY CHALLENGE #6 PLANNING OUT YOUR NEXT TRAINING: What is your goal/objective for your next training? What supporting evidence do you have of this topic needing to be improved? (Lower Numbers/Statistics/War stories/Scenarios you’ve seen/heard that could be improved?) What are the consequences of not having this problem solved? What supporting evidence do we have to present this can/will be fixed? Success stories? Above average statistics of people doing this correctly? “Before and After” comparisons are great. In the lists above, circle the most compelling arguments that prove that this way works. Write an example of your edification to introduce your next training: Write out your next Edification Advertisement/Promotion:

“If at first you don’t succeed, try reading the instructions.” —Daniel Nemee

LEARNING PYRAMID

The T in the GETDEALS process stands for “TELL.”

There are always three sides to every story: what we think we say, what people heard, and what was actually said.

Studies also show that 80% of what we hear is gone in just three days.

Trainees need small wins to build confidence. They need basic, entry-level instructions when they are at an entry level.

In short, we are not looking to create an expert in one training session. Experts are developed over time.

3 KEYS TO DESIGNING A “TELL” RECIPE

Simon Sneak says, “Directions are instructions given to explain how. Direction is a vision offered to explain why.”

STEP 1 - WHAT INGREDIENTS ARE REQUIRED?

Which details are most important right now, at their stage, to understand what they are about to do? Avoid getting in the weeds or going down a rabbit hole of unnecessary topics. What is the simplest route you can take to get to the finish line?

STEP 2 - EXPLAIN WHY THESE INGREDIENTS ARE NEEDED

Tell them not only “how” to do it, but also give brief feedback on why some of these most important steps are included.

STEP 3 - EXPLAIN THE HOW TO COMPLETE THE RECIPE = TELL HOW TO DO IT

Give the verbal instruction manual. Tell them how to do it.

THREE STEP RECIPE FOR GIVING INSTRUCTIONS STEP 1 - WHAT INGREDIENTS ARE REQUIRED? STEP 2 - EXPLAIN WHY THESE INGREDIENTS ARE NEEDED STEP 3 - EXPLAIN THE HOW TO COMPLETE THE RECIPE = TELL HOW TO DO IT

HONORABLE MENTION: DON’T FORGET THE THREE SECOND PAUSE

INTENTIONALITY CHALLENGE #7

PART TWO: DESIGNING YOUR INSTRUCTIONS TO A 20% RETENTION RATE

“Design is intelligence made visual.” -Alina Whittaker

What I didn’t understand at the time was how much more effective images are to helping information stick in our minds

So, the second part of the “TELL” stage is to add visual aids to your verbal instructions so that you can upgrade your learners’ retention to 20%.

HONORABLE MENTION TO BRING CLARITY TO A POSITION OR ASSIGNMENT BEHAVIOR RENTAL AGREEMENTS

Why Employees Don’t Do What They Are Supposed to Do and What to Do About It, Ferdinand F. Fournies reminds us how critical job descriptions are.

Having a clear, defined behavior rental agreement is a great place to start or add a project outline for clarity.”

The first D in the GETDEALS system stands for Demonstrate.

In the GETDEALS process, we’ve already learned how to: Set a clear and defined Goal Edify the training material before we dive into the meat and potatoes Tell the trainee how to do it, give the learner the recipe Now is when the trainer takes the reins and Demonstrates for the trainee the proper way to execute what was just explained, typically, in a role-play situation