Richardson, a leading global sales training and performance improvement company, announced today it has launched its new Sustainment Suite, a robust set of just-in-time assets and tools to support sales teams as they take new skills out into the field.
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Happy New Year! Let me suggest a difficult New Year’s resolution: At least half the learners in your leadership development programs will change their behaviors.
In order to connect learning to behavior change, L&D leaders must identify the key skills and behaviors that need to change and then determine the appropriate strategies and tools to reinforce the development and sustainment of those skills after training.
Oh, the shiny things! We are all attracted by the latest, flashiest (no pun intended) tool or technique that will cure all the issues with our death by PowerPoint event.
Building boosts into the sustain phase of your learning journeys is critical if you want to drive performance-based application.
After spending more than 40,000 hours “in the trenches” with teams and their leaders, I have discovered the most vital element to learning assimilation is understanding the “why” behind the request for training.
How do we transition learning opportunities from inspiration to action and provide the support necessary to create behavior change?
To create and sustain new habits, training must be reinforced by one-on-one coaching that guides learners to embed the behaviors in how they work.
It’s all too common for learners to return from a workshop feeling motivated, amped and ready to apply their new learning in their professional lives, only to find that excitement and energy fade or even disappear a few days or weeks later.
To be effective, sales training must be understood and embraced as an ongoing process that involves active participation.