It’s true that some sales managers really look forward to leadership training.
However, I would probably win a lot of money if I bet that most your leaders are not knocking down your door asking for more training. Am I right?
There’s always an excuse… need to on-board a new hire, too many proposals to work on, the focus should be about closing out the month and hitting quota.
Yep, we hear it all. But we don’t buy it… sorry!
3 Tips for Successful Leadership Training
Here are three ways to engage your leaders, get them excited for the next leadership training, and ensure that time is well spent and money is not wasted.
1. Personalities Matters
Personalities must mesh well!
If you choose to use an outside trainer, please make sure you evaluate them effectively. Get a sense of their style, their approach, and most importantly, their personality! If you have an engaging person that you think your sales managers will be responsive to then you’re well on your way to a successful leadership training.
In fact, it may be helpful to have them take a chemistry test beforehand and share with you and perhaps one other colleague.
I once sat through a management training with a guy that yelled at us when he thought something he said was important. “Write this down!” he said. Um, no thanks! I can decide what content is important for me on my own.
Needless to say, this management trainer didn’t exactly jive with the personalities in the room. Everyone tuned him out right away.
2. Use a Checklist
Ensure you have a checklist created so you can make the best use of your time.
Managers need to have a strong understanding of how to support their team—not only from a selling capacity—but also with ongoing coaching for their sales reps’ constant growth.
Your checklist might include conversations around having impactful one on ones, running successful sales team meetings, working effectively with many departments as well as hiring the right sales people.
In fact, my colleague, Rebecca Smith, hosted a great webinar last week and if you missed it, it was all about hiring. Check it out here.
Timing is everything.
It goes without saying that you should schedule your training at the beginning of a quarter, before the end of the quarter stress falls upon your leaders (and you).
But also, think about the time of year, when your managers have vacations planned and any holidays that are coming up.
Try to schedule the leadership training at a time that may not feel as overwhelming for your team to step out of their work day for a full day’s workshop. You’ll find that the individuals are more engaged this way and in active listening mode.