Sales Force Transformation: Developing a Customer-Focused Growth Organization

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T Partner of Imparta Limited UK The Learning Curve Vassilis Engonopoulos Building a Winning Sales Force Team: The Force Behind the Force

Transcript of Sales Force Transformation: Developing a Customer-Focused Growth Organization

Page 1: Sales Force Transformation: Developing a Customer-Focused Growth Organization

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Partner of Imparta Limited UKThe Learning Curve

Vassilis Engonopoulos

Building a Winning Sales Force Team: The Force Behind the Force

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Is your Sales Force team capable of making the transition ?

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Critical AssumptionsWhat can sales organizations do to shift the odds in their favor?

1. Your vision: Head, Commercial managers & BU managers aspire a compelling story which engages your product managers, FLSM to see the point in change and agree with it.

2. Role Modeling: Head, Commercial managers & BU managers take actions that role model the desired change and mobilize other “influencers” to drive change deep into the organization.

3. Reinforcing Mechanisms: Systems, processes and incentives are integrated to encourage and support new behaviors.

4. Skills and Capabilities: Each member of the Managing Team & the Sales Reps are equipped with the skills and capabilities required to make the desired changes.

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Goals

An external training provider, with collaboration with managementteam understands environment and the sales model in order to supportsuccessful the transformation initiative of Company .

Elements of an effective training :

• It is participants-focused (Company Managers & Field Force )

• It should be based on identified needs

• It has measurable objectives

• It is goal oriented

• It is time bound

• It has taken into account the resource constraints and availability.

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The Approach

EngageConnect Develop Deliver Stick

Connect : We start by discussing your specific learning objectives and business goals with your stakeholders. Time frames and deadlines…Company’s culture…details about the participants…delivery style…and, most importantly, the training outcome you desire are all an integral part of this discussion.

Engage : We set the instructional objectives that measures behavior of a participant after the training, methods of evaluating the trainee, trainer and the training program, strategies to impact knowledge and we support you to communicate the initiative

Develop : We adopt the findings from the previous stages in Company’s training material and our trainers learn the material and prepares to handle any possible resistance

Delivery : Our trainer will deliver an interactive day that is on target with Company business goals and objectives. Depending on the delivery style identified as the best choice for your group.

Stick : After initial training, reconnected day and coach the coach are a critical support element in maximizing your training investment. We offer a range of techniques which reinforce the new concepts and skills .

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Be clear on the goals

• Exec sponsor and stakeholder engagement

• Business objectives

• Determine goals/KPIs

• Where are you now?

• Where do you need to be?

• What are the gaps?

• Isolate the main issues

• Establish your priorities

• Discuss budget available

• Roles and responsibilities for the project

• Identify key impact measures –be clear on the goals

• Select the gaps – the barriers to success

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Training Design & Deliver models

1. Connect

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Collaborate and communicate• Communicate intentions internally

• Position ‘the way ahead’

• Set expectations

• Demonstrate value

• Create desire

• Ensure cultural fit

• Engage support from senior and local leadership

• Be clear on how to make a difference – assess capabilities

• Be sure the training meets your needs

• Take the team with you with – collaborate and communicate

Assess capabilities

• What does ‘good’ look like for each role?

• Define a desired competence model

• Benchmark performance

• Assess individuals – use 180 degree feedback

• Know what needs fixing

• Then plan focused development

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Training Design & Deliver models

2. Engage

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Training Design & Deliver models

3. Customization – Develop

This phase translates design decisions into the existing training material. It consists of adopting course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc. course material for the trainee including handouts of summary.

The trainer consolidates design decisions within the training material and prepares to handle any possible resistance in order to maximize the impact of training and encourage trainee to apply the new skills on their jobs.

4. Deliver – Execution

Our trainer will deliver an interactive session that is on target with your business goals and objectives. Depending on the delivery style identified as the best choice for your group, your training program is maximized for retention. You can count on a program that educates and inspires your participants while meeting your important business goals.

Change behaviour – experiential training, be focused

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Training Design & Deliver models

5. Stick

The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance.

Make sure the new skills, behaviours and attitudes stick through a combination of reconnect days, coach the coach, reinforcement and application tools.

Continuity is a key success factor the new learning to be applied on the job.

We suggest the following tools & methodologies :• Reconnect days

• Coach the coach (personal coaching)

• Measure skills improvement –Observations during the cycle meetings

• Mastery test (multiple choice quiz)

• Reviews – to leverage performance and identify best practiceP

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Factors to be considered for delivering Company Selling Model & Field Coaching In Action

Take several aspects into account while adopting the program:

• Previous knowledge, skills and position in the hierarchy

• Learning styles

• Previous experience

• Business or organizational purpose

• Trainee characteristics

• Resistance and Obstacles

• Resources

• Multi Culture

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How reconnect day & coaching fit in the big picture of successful training

Learning objectives are set and learners know them

in advance of the training, so the organization’s expectations are clear.

Interactive training is designed and incorporated to give learners an

opportunity to use their new skills in a “safe” and “supportive” environment. Training can be facilitated through open discussion of individual situations, role-plays to practice skills, group brainstorming and problem solving, case studies, personal goal setting and post-course assessments.

Personal action plans are developed by learners at the end

of training to set goals and identify specific actions they will take in order to apply the new skills and information on the job.

Reconnect day & Personal Coaching sessions are

conducted to review the training information, answer questions, provide guidance and encouragement and refine personal action plans.

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Demonstrate that Training Delivers Sustainable Results by Assessing Outcomes at All Levels

Measurements

Level 1Training Satisfaction

Average workshop satisfaction rate - minimum 75%

Level 2Learning: knowledge assessments/tests

Pass rate 75%

Level 3Behavioural Change/Job Application:

Improvement in competency ratings over three months

Level 4Business Impact

£ improvement based upon Win probability percentage

Level 5Return on Investment