online training

How to Make Online Training as Effective as In-Person Training

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I am discovering that online training can be even more effective that in-person training and for something I would never have thought possible.


Last year I took up mountain biking as I have ridden a road bike for a long time and wanted to experience something different that some friends were doing.


At first, I tried riding on my own on easy trails and found that I was afraid to do what seemed as simple climbs and descents. That is when I realized I needed some training.


So, I contacted a local mountain bike range where they offered training and signed up for a private class. The instructor had me ride while she observed. She then demonstrated what I should be doing to correct some things and then had me try them.


During an ascent I fell hard on my elbow and that hurt badly for three weeks. I realized I would need more lessons, but we were leaving for a long trip, so the lessons had to be put on hold.


When I bought the bike the shop owner told of an online mountain bike membership training by Ryan Leech. I signed up for a free trial but did not really apply very much.


This year I decided that I needed training if I was to continue the sport and so I purchased an annual training membership.  After just two weeks of following a basic course I have seen great improvement in both my skill level and confidence handling the bike.

This made me realize how powerful online training can be when combined with the right elements. And these elements are the same as classroom training. Technology today affords the opportunity to make online training as or even more effective than one-on-one training as I am experiencing now.

These are the elements that make training effective:

  1. Explain the importance of the skill or step
  2. Demonstrate the skill or step
  3. Observe the person performing the skill or step
  4. Give feedback and correction
  5. Repeat the above until the skill is mastered to a basic level
  6. Continue monitoring and tracking progress
  7. Give positive feedback and encourage continued development

As I am discovering now with the mountain bike training all these elements can be applied online. Of course, I need to take responsibility to film myself and upload the files so the coaches can give feedback. In this case it requires motivated trainees and I am motivated to have fun and not get hurt.


What’s more is that I can follow the course at my own pace and keep practicing each step until I am ready to move to the next skill set. This seems more doable and certainly affordable with the online training than the one-on-one coaching at the mountain. Check out my article and video on the Seven Steps to Effective Employee Training and you can also download my free worksheet for planning the training.


manage employee performance

Using Software to Manage Employee Performance

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Last week I was cycling with a friend who is an entrepreneur and I was telling him I was developing and online training course on employee performance management for small business owners. He asked, don’t you need a software for that? I found his question very interesting and it got me thinking.


Using software to manage employee performance has become popular and is being offered by many companies. But how necessary is this and does it actually improve the process for management of employees.


Here is a good definition of employee performance management from Berkeley University of California.


Performance Management – Definition

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.


The key word I want to point out here is communication. Yes you can communicate through a software that has a messaging type feature, but a software really only is a tool to help with the process. It can be useful to store data such as goals and objectives and also track progress and measure results.


But all that can be done using a pen and paper and has been done so ever since the beginning of modern day management practices.


The human aspect of communication cannot be replaced by a computer software as the best management practices requires being able to sit down with someone and come to mutual agreement on  desired performance. This is what becomes a win-win agreement.


In the end the goal is not only to clarify and agree on performance commitments, but it is the way it is done through ongoing communication that fosters a spirit of collaboration between the two parties.


performance of sales staff

Improving Performance of Sales Staff during COVID 19

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It is essential to have salespeople perform at the top of their game to keep revenues flowing as the sales process is happening more and more online.


The other day I was speaking with my bank account rep and she asked if I took credit cards for which I replied yes. She said they worked with another firm who were offering great deals now and would I be interested to learn more. I said yes and she had the sales rep call me.


When the rep called it sounded like she just wanted an order and did not seem to want to take the time to explain the offer. It seemed that because I was referred by my bank it would be a sure sale.


I thought about this call afterwards and realized how the sales rep did a poor job of selling.


Selling is not difficult; you just need to follow certain principles and steps. It is the job of the business owner or manager to make sure that salespeople are professionally trained and that their performance is managed and reviewed.


Principles of Sales

The basic principle of selling is first to qualify your prospect. Assuming the person is going to buy just because of your brand or market position is wrong.


Qualifying the prospect may mean different things to each company but you need to know what your qualification criteria is and train your salespeople on that. This also means what action to take when people qualify and when they do not.


Qualification Criteria

Here are some basic qualification criteria I use to know how to proceed with my prospect. The sales rep I spoke to seemed to be completely unaware of this.

  1. What is the concern, problem, or opportunity that the prospect has, and can my product or service solve that?
  2. Is this the right time to solve the problem or address the opportunity?
  3. Can the prospect afford our solution?
  4. Am I speaking with the decision-maker?

Asking Questions

To qualify the prospect according to the above criteria, the salesperson needs to ask questions. This is also how they can stay in control of the selling process. If the prospect is asking all the questions, then they are in control and you cannot properly qualify them to determine next steps or close the sale.


Of course, they might just decide to buy based on the answers provided but then if there is an objection that you do not know, you cannot decide what to do to continue selling.


Closing the Sale

If the prospect meets all the qualification criteria, then the salespeople only needs to ask for the order and treat any objections that the persona may have. A good rule of thumb is to ask as many as four times for the order. The worst that can happen is the person says no.


But when people do not buy when you ask and they meet all qualification criteria, then you ask more questions to find out what there concern is and then you ask to buy again, once you address the concern.


Need More Information

Sometimes the prospect meets 3 out of 4 of the qualification criteria and so the salesperson needs to know what to do to get them qualified. This may mean calling about at a better time due to other issues taking priority or perhaps getting to speak to the decision maker.


The salesperson needs to note down follow-up actions to take once they better understand what the situation is by asking more question.


As you can see asking questions and listening well is the most powerful skills salespeople need to learn to be more effective in filling the sales pipeline and closing sales.


It is the responsibility to the business owner or manager to ensure that salespeople receive adequate training and coaching and there is a way to measure their performance and give feedback.


If you see a need to address the performance of your salespeople decide what action you can take now and get it done.


goal achievement

Remove These Three Constraints to Goal Achievement

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These three common constraints to goal achievement, once removed will allow you to propel towards your incredibly important goals.


Goals are not MUST goals

Sometimes we set too many goals and do not work on any because they are not MUST goals. A MUST goal is as it says, something you oblige yourself to achieve. This usually translates into avoiding the downfall from not achieving the goal.


For example, your company is just breaking even, and your goal is to grow sales by 20% to generate profits and grow. If you do not achieve the goal you risk losing money and this could put you out of business. So that would be a MUST goal.


Look at your goals and find one you must achieve or set a new one. Use my goal planning form to write it down and plan it out.


Goals are not broken down into steps

Often goals may be set and even put in writing, but they are not acted on daily or weekly. If a goal is a MUST goal it should at the forefront of your thoughts and thus you are driven to do something every day or at least weekly towards it.


goal achievement

My goal planning worksheet walks through each aspect of goal setting and results in concrete action steps.

Lack of accountability

It is not easy to hold yourself accountable and urgent tasks can get in the way of finding time to work on your must goal.

The previous example goal of increasing sales by 20% might be a must goal but urgent matters such as dealing with current customers or other problems could stand in the way of prospecting for new business. This is where working through the goal planning form and the section on obstacles and solutions is critical. The solutions will turn into action steps.


Having a goal buddy to help hold you accountable is a good approach for some people. It could be a colleague, friend, or a coach. You could make it a mutual arrangement where both buddies are there to hold each other accountable to their goals.


Summary

These are the three things I think that stand in the way of goal achievement. So, choose one goal that you have a burning need or desire to achieve and make a commitment to do it.


Break down the goal into daily or weekly action steps.


Finally, find a buddy you trust to share the goal with and help hold you accountable.


And of course, download and complete my sure proof goal planning worksheet. Also check out my complete goal setting training that includes email support by me.