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AR/VR/AI (Shaunda Paden)

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Course Careers (Troy Buckholdt)

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Lead With Your Brain (Rob Jenkins)

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Technology - Can We Keep Up (Paula Smith)

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Segment 8(19) – BYOL Plus - Proof

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Incentives (Michael Ruege)

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What Are You Measuring?

Posted by Bill Crose on September 13, 2019 at 11:33am 0 Comments

A lifetime ago, my training department colleagues and I were satisfied with training data. We cranked out the requested ILT programs plus the "flavor of the year" content, we kept a busy training schedule, and made sure the coffee was always the right temperature. When accused of not delivering effective training because the learners didn't perform as they were trained, we took refuge in our management support role and not ultimately responsible or accountable for LEARNING or productivity.…

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2016 Segment 8 - Sales Representative Assurance of Performance

Outcome: The revenue goal will be guaranteed (amount and time-frame.)

Panelists:

"Remarkable" Speaker:   Debra Kline  https://www.linkedin.com/in/bwisedeb

Moderator:    Steve Bachman - https://www.linkedin.com/in/stevebachman

How might we build a solution that results in the stated outcome?

Is the stated outcome desirable? Attainable?

How can you help us achieve it? Or - is there a better outcome that you can suggest?

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Would it be possible to do one or both of the following?

  1. Build and provide a three-day "course" during which the attendees "close" a  7 figure deal?
  2. Build and provide a three-day "course" that guarantees that the attendees will achieve their budgeted sales goal during the expected timeframe?

Are either of these desirable?

What would it be worth to the attendee if these "courses" existed and were successful?

Great questions.  On the latter, we've found that the "course" or sales training is rarely the problem.  No matter how good it is, the only part that matters is whether the reps are executing on what they learned 6 months later.  The founder of our company actually ran a sales consulting for 20 years, and consistently heard from his clients,

"Yes, we're satisfied with the training!"  

"How is adoption going?"

"Very well, we think it's around 20%.  We don't have much of a way of knowing, but it seems like they're using it."

The problem is universal.  We ended up building an entire company (SpearFysh) on it.

In summary? The 3 day course must not end on day 4.  It MUST have an ongoing feedback loop to create execution and behavior change over time.

-Andy Fisher 

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