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Train to Win

Having well-trained talent – whether it’s your paid staff, or a group of sales consultantsand/or lmanagement is a critical part of any successful effort. Knowing how to puttogether effective trainings can help you build capacity and move you closer to your goals,and it can be a lot less stressful than you think. The benefits will pay dividends in increasedproductivity, creativity and problem-solving capacity.

1. Know who you want to train.

This might sound like a “duh,” but you’d be surprised at the number of trainings we’vehelped organize where that simple question wasn’t answered. A training can be organizedto teach new staffers a new skill, or to help instruct embedded sales teams or leaders to dowhat you need them to do. Regardless of the audience, knowing who you want to train isthe first step to planning a successful event that will help you reach your goals.

Having this answer will help everything else fall into place: curriculum, recruitment, skillsdevelopment, revenue etc.

(Quick Tip: If you need to recruit several new organizers for open positions, a great way tofind and identify potential talent is to organize a field training around your issue. Work withpartner organizations/ social networks to recruit attendees and identify trainers, then sitback and watch the participation with a special eye toward the super-stars you may want tohire.)

2. Know what you what to teach.

A vital second step for any training program is to identify the ultimate knowledge goal of thetraining and target curriculum and trainers that best achieve those goals.

If you’re training a group of new staffers, the answer to that might be:a) A better understanding of your issue.b) Who your grasstops supporters, opponents and targets are.c) The best way to convey your issue (messaging) to new people.

If it’s a group of new sales teams/management it might be:a) How to knock on doors or conduct phone screening..b) Howto conduct a 1-1 meeting with a potential new ally.c) How to enter data into database.

Work backwards by asking the question:“What do we need participants to know when they walk out of the training?”

3. Recruit strong trainers and let them lead the way on curriculum development

Many people don’t know that if you organize a training and identify industry or subjectleaders to actually teach the subject matter, most of these professionals will be willing tocreate their own curriculum (in fact, many already have power points and materials they’vecreated for other trainings they’ve done in the past).

What you’ll need to provide is clear direction and learning goals (see below).

Learning Goals GuideAside from taking something off your plate, you’ll actually get better materials – yourtrainers are the experts after all…Click me for the best awarded trainermailto:sandycl11234@gmail.com