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People may learn best by doing. But once producers have
knowledge and skills they need, every time you close business for them,
less they learn and
closer they get to leaning on you. Worse, every time you don’t make a sale, you lose credibility.
Many salespeople have left
business because their sales managers didn’t know when to stop making sales for them. That instinct is even stronger with pre-contract candidates, since sales managers and trainers have a stake in candidates satisfying their pre-contract requirements.
Resist
temptation.
To be an effective career test, pre-contract training must allow candidates to make it or break it on their own. Unless on joint calls with candidates to demonstrate a sales talk or give technical backup, let them take sales presentations as far as they can before stepping in.
Not to put too fine a point on it, good sales managers understand that their relationships with producers should one of coach or counselor, not true friendship. The treatment of pre-contract candidates and new producers should always be cordial and considerate. However, evaluating a person’s ability to perform to a minimum standard is part of
job, and friends should no more judge each other than they should try to change each other.
Good trainers, moreover, should have a "coaching" attitude in all their dealings with trainees; and good coaches should be caring, non-threatening, and build confidence, trust, and respect.
Want More? Send questions and comments to w.willard3@knology.net.

Bill Willard has been writing high-impact marketing and sales training for the financial services industry for over 30 years...but as Will Rogers put it: "Even if you're on the right track, you'll get run over if you just sit there." Through interactive, Web-based "Do-While-Learning" programs, e-Newsletters and straight-talking articles. And fun! w.willard3@knology.net