Why Your Employees Fear Training (and how to get them to stop!)

Written by Adrian Miller

Continued from page 1

But how to you actually go creatingrepparttar most effective training experience? Here’s how.

The 4 MOST IMPORTANT Factors in a Successful Training Experience

1. You must enable trainee buy-in.

Psychiatrists have been telling us for years (er…or they’ve been telling a good friend of ours…yeah…a friend…) that a patient has to want help before help can be provided. Fair enough. The same axiom holds true inrepparttar 137496 training world. You must provide your trainees withrepparttar 137497 right training framework. And what isrepparttar 137498 right training framework? Easy: they must want to be trained.

If it’s going to help them increase sales, convince them of how wonderful this will be. If it’s going to increase their capacity to earn more commission, tell them. Work with your outsourced trainer beforerepparttar 137499 actual training event and promote these benefits.

Remember, please: negative expectations from trainees will pollute evenrepparttar 137500 most well designed training, just asrepparttar 137501 world’s best psychiatrist can’t help our… friend…overcome his fear of circus clowns.

2. You must know whatrepparttar 137502 problem is, and whatrepparttar 137503 solution will be.

This one sounds too simple to be true. But you’d be amazed to see how often this factor is overlooked. Do you know what needs to be fixed? Is it deal-closing, or relationship building? Do you want to improve ROI? Motivate? Cut down on process redundancy? Align communication from different units, functions; heck, even cubicles and floors? If you don’t know what’s wrong, you won’t know how to solve it.

Or worse (and yes, there is a worse here), you might actually create problems by trying to solverepparttar 137504 wrong thing. Scary, yes, but it happens. If you’re trying to solve a team-building problem by promoting individual accomplishment in your training, then you’re actually making things worse. And on top of that: you’re paying for it! AHHHHH!

3. Measure and monitor your sales metrics. All ofrepparttar 137505 training in our solar system is regrettably not going to improve your sales metrics if you don’t know what those metrics are, what they should be, and whether or not you’re moving inrepparttar 137506 right direction. You want to measure before and afterrepparttar 137507 training to gauge effectiveness.

4. Who’ll own post-training?

One ofrepparttar 137508 greatest advancements inrepparttar 137509 language of business is that people are now told that they own certain tasks. So who in your company will ownrepparttar 137510 essential task of post-training?


Post-training. You may have successfully taken care of #1, #2, and #3 above, but what happens a week, a month, or a year afterrepparttar 137511 training ends? Who will ensure that its legacy lives beyondrepparttar 137512 actual training experience? Memories fade, and enthusiasm wanes. You must elect someone capable of this ownership task, and empower her/him to do what is necessary to ensure that post-training gains are achieved overrepparttar 137513 long-term.

Training is not a 4-Letter Word

Please remember: as a decision-maker and training change agent,repparttar 137514 problems that we’re solving here aren’t your fault. The perception of training has changed dramatically inrepparttar 137515 last decade; and it’s something that more and more people – especially skilled/knowledge workers – are disliking; even resenting.

Yet what hasn’t changed, and what will never change regardless of how dramatic things get, is that training is an essential part of a successful enterprise. The strategy is therefore not to flyrepparttar 137516 white flag of human resource surrender, but to approach training with total success in mind. Implementingrepparttar 137517 four steps noted above will firmly put you onrepparttar 137518 right track, and head you inrepparttar 137519 right long-term direction.

Adrian Miller is the President of Adrian Miller Sales Training, a training and consulting firm that she founded in 1989. Adrian Miller provides practical, hand-on, customized skills training programs, based on real-world selling situations and specific client needs.

Making Sales Online

Written by Geraldine Jensen

Continued from page 1

Format Your Page to Sell--Web Page Layout is Important

According to Eye Tracker III studies, smaller type encourages focused viewing behavior (that is, readingrepparttar words), while larger type promotes lighter scanning. And that for headlines -- especially longer ones -- it would appear thatrepparttar 137281 first couple of words need to be real attention-grabbers if you want to capture eyes. Readers eyes typically scan lower portions ofrepparttar 137282 page seeking something to grab their attention. Their eyes may fixate on an interesting headline or a stand-out word, but not on other content.

Short paragraphs are read more often then long ones. Studies show that short paragraphs get twice as many overall eye fixations as longer paragraphs. Long paragraph formatting discourages viewing.

A one-column format is more likely read than two or more columns. Surprisingly most readers look at text before photo's. However, they almost always at least briefly scan photo's when looking at a web page.

Geraldine Jensen is the owner of several ecommerce websites including http://www.webmastersprofitpak and http://www.site-webhosting.com. She is the publisher and editor of http;//www.familiesonlinemagazine.com, which was chosen as Hotsite by USA Today in due to it diverse opinions and good content. She was Webmaster for a nonprofit organization for 10 years. Her newest project is Today's Family Forum.

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