Find out about this Sales Skills Training Course Outline:
Selling to buyers, NPD teams, and supply chain teams, is hard. And with millions of pounds of business always at stake business can easily be lost by being too confident, not confident enough, or just getting it wrong, and you never know why. This CPD accredited Sales training course supports Learners to sell more through needs based selling.
This is a Sales Skills Training Course of 1+1+1 classroom days, 4 months apart, with support in between training days designed to make the learning stick. You will experience our unique training method Sticky Learning ®, the course will be delivered by a world class tutor that has worked in the UK Grocery Industry, and our ROI guarantee is included.
Specifically designed to meet the specific and challenging demands of suppliers to the big four UK supermarkets. This training course will change the way Learners think about their style of selling and their ability to understand what the supermarket needs, and how to give them what they want.
By the end of this Sales Skills training course the Learner will be able to:
These 2 days, 6 months apart, will help you to increase your sales by becoming the best version of you as a salesperson. Not the car sales approach, but a more compelling needs based selling approach.
Selling Skills Training Ideal Learners
For everyone that sells to supermarket buyers, supermarket developers, and supermarket supply chain teams.
“I thought that this course wasn’t for me because I can do this stuff and it’s all a bit ‘fluffy’. I am so glad that I attended because I now know how much difference it can really make. I am using this stuff at work and I can only say that it works very well.”
Making the Learning Stick in Sales Training
Hopefully the term ‘Sticky Learning ®’ has intrigued you, whilst you probably guessed a sense of what it is about.
In short Sticky Learning ® is our own unique method that we have developed to help Learners Realise more of what they have learnt, be able to Recall more of what they have learnt, and Retain more of what they have learnt. In 2016 we further upgraded this unique training method to include habits formation as a big part of helping Learners to use more of what they have learnt.
This is good for our clients because it means that the money they spend with us is better invested than with other training providers because the learning is used for longer.
Training Course Duration
At MBM we no longer offer 1 day courses due to their limited effect.
Our Sticky Learning ® unique training method enables Learners to learn more, learn more quickly, and learn more easily. Sticky Learning ® is a key part of the 4 month training course consisting of pre-work, Learning To Learn 1/2 day training course, a Foundation day training course, an embedding day, and an Advanced 1 day training course (6 months after the Foundation training course).
In between the Foundation training course and the Advanced training course, the Learner will be challenged to complete ‘Sticky Pieces’, which appeals to the 70:20:10 learning model. These are desk based activities that help the Learner to change their behaviour long term by identifying a habit that they wish to adopt to embed the new skill.
The Learner is also given:
Learners Per Course
10 Learners because this drives enough discussion between the learners to explore the skill well, whilst not too many that any one learner gets ‘lost’ in the debate. If you do not have up to 10 people please checkout our 121 Executive Coaching, which can help just you to learn this skill.
Costs for this Selling Skills Training Course
Measuring Return on Investment
There are many evaluation methods for training, each trying to find the holy grail of return on investment. We use Donald Kirkpatrick’s four level training evaluation model as a base because it has stood the test of time, since 1953.
Level 1: Reaction: How did the Learners react to the training?
Level 2: Learning: How much learning did the Learners get?
Level 3: Behaviour: How much have the Learners used the learning?
Level 4: Results: How much effect did the Learner’s learning have on performance?
Few training providers measure the return on investment beyond the level 1 reaction. We have added one further level:
Level 5: Sponsor: How much did we achieve the sponsor’s objectives?
Read more about our 5 level evaluation tool and see an example report – ‘Chain of Evidence’.