Basic sales training for people new to sales, and self employed and small business Follow this brief sales training course and you will be selling like an. Revenue is the primary measure of your company's success. Your revenue is directly related to your sales. That makes your sales team the lifeline of y. SALES TRAINING. How to Build and Implement Your. Own Sales University by Mike Schultz & John Doerr. Develop a sales education system that drives real.

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Basic Sales Training. A future-oriented sales department is based on long-term relationships to its customers. Consequently, it must be a main priority of any. My background is over 26 years of sales, with the last 8 years concentrating on Sales Training (workshops), Events. (Seminars, Conferences) and Sales. Professional Development Training has a specialised division of Sales Training Our extensive curriculum in Sales Training, outstanding depth of trainers.

Attia et al.

As a result of these three uncontrollable forces, global firms must offer training programs that are flexible and appropriate for distinct cultures Selmer, , while supporting sales strategies that lead to successful operations Forster, One ex- planation for the current level of understanding about global sales training is our limited understanding of culture.

That is, sales managers and researchers need a deeper understanding of how culture influences their ability to plan, implement, and control sales training programs. Simply stated, culture is the way in which a group solves problems and reconciles dilemmas Fig. Antecedent, mediating, and consequence variables of sales training Hofstede, The purpose of this article is to synthesize the existing body of international sales training literature into an initial global sales training framework.

First, a literature review is conducted that managers from different cultures are likely to believe that identifies, organizes, and integrates input or antecedent, medi- certain topical areas and training methods are most important ating, and output or consequence variables into a global sales and that certain skills, knowledge, and behaviors are training framework.

In Malaysia, multinational sales managers offered quacy. This means that managers in different cultures perceive market-oriented sales training programs in contrast to local how to plan, implement, and control sales training based upon managers that identified product knowledge as the most their view of the world.

Sales force improvement metrics include increases explain the effectiveness of global sales training programs. Extraneous researchers may encounter when conducting cross-cultural variables, such as competitor actions, economic variations, research, and suggestions for future research. An integrative framework for global sales training programs Therefore, an outcome or consequence variable is easier to measure when it is aligned with training program objectives The growing body of knowledge in the area of global sales and firms match and evaluate salespersons within geograph- training is presented as a framework in Fig.

The model, as ical territories Cavusgil, As shown, four antecedent inputs feed into the medi- global firm is and the types of skills parent firms want to impart ating and consequence stages. Antecedent variables include: to their sales reps Hill et al. Firms would prefer to have assessing sales training needs, setting sales training objec- training centers located in major overseas locations, but this is tives, carrying out the training plan, and evaluating the out- not economically feasible.

As a compromise, firms send experts come of the training program. The basic premise is that when abroad to provide training for their sales personnel that is sales training programs are correctly planned and implemen- modified for local conditions Geber, Conversely, standardized Anderson, ; Pelham, Each article is Malaysia global firms reported needs assessment methods that summarized in Table 1.

Training pro- and consequence variables that lead to sales training effective- viders must determine training needs that solve participant ness in the global environment. Assessing sales training needs , collect trainee profiles, and understand sales trainee so- cioeconomic and cultural backgrounds Huang, Assessment is the diagnostic part of the sales training process that seeks to identify gaps that may exist between salesperson 3.

To be After assessing sales training needs, it is necessary to establish effective, sales training must be aligned with organizational specific training objectives before designing and implementing change and understood within a strategic context Attia, the sales training program.

Although selling activities may of what will be accomplished through sales training. When appear to be universal, the unique needs of sales representatives objectives are aligned with strategic organizational objectives and Table 1 Summary of empirical international sales training studies Authors year Countries Sample size Significant findings Erffmeyer et al.

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Europe Jantan et al. Honeycutt, , and Slovakia Honeycutt et al. Erffmeyer et al. Additionally global levels Shipley, ; Ford, ; Cavusgil, ; Liu, Possible explanations for 3. For example, Geber International companies in Singapore viewed sales training recommended that global firms utilize local bi-cultural evaluation and managing the sales force to be significantly more employees or consultants to identify gaps and cultural faux pas important than local firm managers Honeycutt et al.

Montago Scholars and training experts agree that the variability in cross- discussed how Korean trainers met with their U.

Jantan and Honeycutt evaluation methods Cavusgil, ; Chonko et al. Global Liu, For example, measuring trainee reaction to a training firm sales managers in Malaysia, in contrast to their local program is an easier form of evaluation that does not determine counterparts, reported significant improvement in salesperson training effectiveness.

Conversely, training results are more Author's personal copy A. Some cultures accept larger power distances between members of society or the organization, which impacts personal relationships.

Culture as a mediating variable In other words, in societies with high power distances parties involved in social interactions view themselves as being either equal or unequal. The level Cultural experts have defined national culture in more than of power distance defines the roles played by members of that society; for different ways Kroeber and Kluckhohn, In spite of example, between instructor and student.

In high power distance societies, myriad definitions, Triandis provides a widely accepted therefore, it may be difficult for training programs to require close interaction between the instructor and trainee. Trainees may expect one-way definition of culture: communications — from instructor to participant.

In such situations, class shared standards for perceiving, believing, evaluating, com- participation will be viewed to be inappropriate. The municating, and acting among those who share a language, a higher the level of perceived ambiguity, the greater the need to reduce historic period, and a geographic location Ling et al. In Japan, Greece, and Portugal, details have to be clearly stated In other cultures, like Singapore, Denmark, or Sweden, there is less fear of uncertainty.

The impact of national culture on sales training is presented in This cultural dimension can influence training programs by limiting the Table 2. Hall , ex- oriented in their decision process. For example, in the U. Citizens of the U. Thus, training and explicit.

Conversely, citizens in many Asian nations — conducted in highly collectivistic countries will find trainees that are reluctant to perform at a higher level than their classmates. Masculine members of a nation are homogeneous in culture and socio- traits that are seen include strength, success, and confidence. Feminine traits economic factors, higher levels of communication and especial- encompass nurturing, building relationships, and improving one's quality of life. In cultures with low ing.

Power distance refers to the acceptance of a hierarchical context, like the U. This concept is evident in western legal contracts that spell out every structure in a society.

This means that members of a culture conceivable detail and contingency that may arise.

High context cultures tend accept that certain people are superior and social interactions to communicate less precisely in words, with the participants gaining a greater revolve around a person's status.

Power distance impacts how understanding through shared beliefs, body language, and voice tone. Most trainees are taught and the interactions between salesperson and Asian and Middle Eastern cultures are considered high context.

Salespersons downloader in a culture. Uncertainty avoidance focuses upon the way must understand how downloaders from different cultures communicate in order to minimize misunderstandings. For example, in Japan salespersons must understand the downloading process and that role cultural components can influence the perceived importance of must be precisely followed. Conversely, there is low uncertainty material taught, who instructs, the methods employed to transfer avoidance in the U.

Diffusion of innovation on the importance of the group in contrast to an individual. In a When interacting with overseas sales offices or partners, sales situation, this component influences the length of time the global sales managers must possess a comprehensive under- downloader takes to form relationships and make decisions.

9+ Sales Training Proposal Examples – PDF, Word

This is because deals with traits valued by society. An inno- competitiveness are stressed. Cross- compassion, and quality of life are deemed more important.

Thus, to plan and implement successful Author's personal copy A. Lead cultures are those in training activities with their sales reps. Conversely global firms which a concept of idea originates; while lag cultures are not that are located in highly individualistic societies, like the U. Since an innovation and measure this mediating variable to capture the impact of includes ideas and techniques, diffusion of innovation theory culture when assessing the effectiveness of global sales training aids in the understanding of global sales training.

Psychometric properties 3. Performance improvement resulting from sales training When examining construct validity and measurement issues, criteria or guidelines are proposed for determining whether The sales training consequence variable is the measured mediating variables are formative or reflective MacKenzie, improvement in performance resulting from sales training.

In Fig. From a measurement perspective, the cultural e. Thus, culture serves as a mediating variable that sig- Measuring individual performance allows the company to nificantly influences consequence variables Ling et al. Firm level training outcomes, in the form of quantitative perceptions are moderated by distinct cultural beliefs. However, given following the customer downloading process than in low uncertainty these potential problems, Caterpillar evaluated their partner avoidance cultures.

Based upon trainee As highlighted in Sections 3. That is, the methods, techniques, criteria, 4.

Future research agenda skills, and practices selected to prepare the salesperson for suc- cess are based upon what managers in a culture consider im- To facilitate future research efforts, ten research propositions portant. So perceived adequacy of sales training, or how well the are listed below. This is followed by limitations researchers face training program prepares sales people on specific personal in the marketplace, managerial implications, and suggestions selling process elements in a given culture, influences sales for future research.

Author's personal copy A. Research propositions Proposition 6. The perceived importance and perceived adequacy of level and specificity of sales training objective Research has shown that effective needs assessment activities setting practices are mediated by cultural beliefs. The perceived importance and perceived ; Lupton et al. Current domestic and international sales training research concludes that effective sales training needs assessment, ob- Efforts have been made over the years to better understand the jective setting, program implementation, and evaluation are benefits of effective sales training programs; however, the impact significant elements that result in improved firm performance.

In of perceived adequacy in improving performance that result from effect, Propositions 1 through 4 are the main effects of the model sales training has received limited attention Jantan and and warrant further testing of perceived improvement of per- Honeycutt, Perceived adequacy of sales training programs formance in the international environment: differs between cultures Dubinsky et al.

Thus, Proposition 9 states: are implemented, the higher the performance of the sales force in the global environment as a result of sales training. Proposition 9. The greater the perceived adequacy toward overall sales training programs need determination, objective Proposition 2.

The more effectively sales training objective setting, implementation, and evaluation , the higher the setting practices are implemented, the higher the performance perceived improvement in performance that results from sales of the sales force in the global environment as a result of sales training in a given culture. Lastly, new ideas diffuse at a faster rate when a country is Proposition 3. There are also global environment as a result of sales training. A major Proposition 4.

The more effectively sales training practices are determinant of these categories is the time required for new ideas evaluated, and this information is used to improve succeeding and concepts to diffuse through existing communication systems training programs, the higher the performance of the sales force Rogers, Studies show that diffusion of innovation accel- in the global environment.

Thus, the Culture plays a significant role in how global and local firms final propositions state: conduct business because culture mediates or influences the planning, implementing, and controlling of global sales training Proposition 10a. The speed of training adoption in nations practices. That is, culture culture and heterophilous communication. The greater cultural similarity between lead the level trainees are expected to perform, training methods and lag markets, the stronger will be the learning effect.

Dubinsky , recommended that scholars and re- 4. Research limitations searchers define and measure perceived adequacy to capture the influence of culture on sales training program effectiveness of Sales managers must understand the limitations that are likely multinational corporations.

As a result, Propositions 5 through to be encountered when conducting global sales training research. The perceived importance and perceived sales and profits and lower response rates are the norm when adequacy of needs assessment practices and findings are studying cross-cultural sales management practices Baldwin, mediated by cultural beliefs. Effectiveness of designs in cross-cultural research Black and Mendenhall, training techniques can also be assessed by conducting a written , results in limited empirical research findings that are or experiential knowledge exam, either at the conclusion of or inconsistent with proposed theory development Attia et al.

When testing the validity of a proposed framework or Finally, this study introduces the adoption of diffusion pro- model, it is advisable to utilize parsimonious models like Fig. Future research should examine how the selling situation impacts both the operation and relationships of Anderson, A. Successful training practice: A manager's guide to the constructs.

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Future research efforts should specifically inves- personnel development. Oxford Blackwell Publishers. Anonymous September Towards an international sales force. The difficulties of evaluating and how flexible the proposed model is for different sales sales training.

Attia, A. A three-stage model for assessing and improving sales force training and development. Managerial implications Baldwin, P. March Consumer marketing in Indonesia: Harnessing purcha- sing power. The framework shown in Fig. Cross-cultural training effectiveness: A researchers with guidance for understanding global sales review and theoretical framework for future research. Bond, M. Cross-cultural social and organizational oretical refinement of effective sales training programs in global psychology.

Delivering quality sales training programs, whether Cavusgil, S.

The importance of distributor training at caterpillar. Selling and sales ed. A major difficulty occurs when firms provide trainees in one management in action: The sales force's role in international marketing research and marketing information systems. Sales training: Status and was conceived and designed in a different culture. This study offers compelling evidence that significant dif- Dubinsky, A. Sales training: An analysis of field sales techniques. Ann ferences exist in sales training practices around the globe.

Creating a goal is like creating a vision or mission statement , it should short but provides clarity on the end-product and how to achieve or attain it.

A sales training proposal should specifically list down the goals of both the sales department and goals for the individuals working in the sales team. Remember that the sales team is responsible for bringing in revenue for the company, and if one or two individuals underperform, it will only cause negative results and financial losses for the business organization.

If your company is still new, you should create the sales team by doing external recruitment activities. Take note that before you start the recruitment process, you first have to lay out the job specifications and qualifications for each member of the sales team.

If each member of the sales team has different responsibilities, it should be clearly list down in the recruitment plan. You can go with three options when hiring your sales team.


The first option would be going for individuals who have an extension career in sales. The second option would be hiring fresh graduates or career shifters, although having no sales-related work experience, but can be replaced with their ambition and drive. The third option would be hiring a combination of experienced individuals and fresh graduates.

You may also like project proposal examples. It is highly suggested that you go for the third option as the length of training time can be cut into half and it will be less costly for the company. The sales manager and the senior sales individuals can take turns in conducting the training for the individuals who do not have sales experience.

The recruitment process is also not a rarity in companies who have been in operations for a long time.

People come and go, and as long as the company is not cutting down or laying off employees, then the ones who leave should be immediately replaced. You might be interested in short proposal examples. Sales and marketing activities After identifying the sales team and listing down the short-term and long-term goals , the focus on the sales training proposal should then shift on the actual sales and marketing activities in which the sales team will be implementing and using in their daily sales activities.

The sales activities are basically the most important section in any sales training proposal, and the proposal can easily be rejected by top management if they deem that the activities listed cannot produce positive results for the company.The more research you do, the more you can relate the product to your audience.

The more effectively sales training objective setting, implementation, and evaluation , the higher the setting practices are implemented, the higher the performance perceived improvement in performance that results from sales of the sales force in the global environment as a result of sales training in a given culture.

Bond, M.

Measurability is built-in. December Ann ferences exist in sales training practices around the globe. During the training, many people chose these reasons for picking their top 3 proposals: - Used columns instead of 1, which makes it look less like an essay - Used whitespace to make it clear, uncluttered, and to make a strong selling point - Strategic in size of font - Consistent in using italics, bold, underline, upper, and lower cases.

Which locations are the most appropriate to carry out your idea? You may also like project proposal examples. Whatever captivates you, will most likely captivate your audience when you present the proposal.