Enhancing the Participants Learning Experience
“I understand best when I hear, see and do!”
To be competent at any skill each participant needs to understand it both conceptually and behaviourally; have opportunities to practice it, get feedback on how well he or she is performing the skill and then use the skill enough so that it becomes integrated into their behavioural repertoire back in the workplace.
Through eight years of successful client sales learning and development engagements I have developed the following tried and tested approach that encompasses the most effective learning dimensions to start the process of achieving sustainable behavioural change in your sales team.
To help participants acquire the skills, each Transformational Sales Module follows these steps:
Review of learning outcomes and behavioural standards and how they relate to enhanced performance in the business
Self Assessment Exercise to obtain a baseline performance level
Present Skill Concepts– either through experiential learning activities, case studies or presentations
Modeling exercise that allows participants to observe others exhibiting the desired skill behaviours
Participants practice application of skills and behaviours in structured activities based on job realistic scenarios
Participants receive feedback using the behavioural skills standards checklist to sign off as an indication of their level of mastery
Application questions to provide opportunities to check understanding of how skill behaviours relate classroom learning to real life situations
Personal Action Plans are set to identify the development of specific personal behavioural changes to implement for successful transfer of knowledge and skills into the workplace
From my experience, this is what I believe to be a formula for learning success.
Andrew Sidwell, Team Egyii, Singapore
Tags: Learning and Development Strategy, Performance Management, Training Effectiveness
