Aligning the right training format to the intended learning objective is as critical as the content itself. The way information is delivered and received has been proven to be linked to knowledge retention and the ability to apply new skills. Sales forces and marketing teams will encounter numerous challenges that require reinforcement or just-in-time training. Using the right method will ensure that each challenge is addressed rapidly and most effectively.
Here is a quick guide to matching the appropriate approach to some of the most common learning objectives:
Scenario 1 – Reinforcement: The sales force has been trained during a distinct set of events including home study, a launch meeting or PoA, and maybe even regional follow-up training. But as we all know, retention and application of new knowledge takes repetition and a weighted focus on filling individual gaps in knowledge. Each learner may have areas of knowledge or skill strengths and areas that need unique reinforcement. Those areas may differ greatly from person to person. Therefore, a microlearning strategy is a perfect solution for simultaneously addressing every learner’s specific and targeted learning needs. Recognizing that, at this point, the sales reps are in the field with limited time, a platform designed to customize the virtual microlearning experience could allow them to conveniently and efficiently fill gaps in knowledge while applying the skills in real-time.
Scenario 2 – New Competitor: In today’s competitive landscape, it can feel a bit daunting for a sales rep to quickly learn the details of competing products particularly in the context of differentiating their own. By leveraging a person’s natural ability to cluster and group information we can improve retention. A competitive grid training module enables the learner to repeatedly test their ability to complete the grid, fill in gaps and commit a significant amount of information to visual memory.
Scenario 3 – Coaching and Reinforcement: Sales managers are inevitably tasked with coaching sales reps with a wide array of selling skills, pharmaceutical experience, and clinical acumen. And in many cases, sales managers may be new to their positions, learning how to coach a team for the first time. Fundamentally, their goal is to maximize the potential of the team by elevating each member of their team to their highest level even though the starting point may differ considerably. A training platform that allows a sales manager to provide real-time, customized, remote coaching provides an opportunity to more rapidly offer feedback and review progress in between regularly scheduled ride-alongs. Through this platform, sales managers can easily show what good looks like, and proactively simulate skills through a series of scenarios that the sales rep is likely to face in the field.
Training is an art that demands the right tool for the intended goal. So if you want to improve the efficiency and outcomes of your training, just remember that the right match will help maximize the learning potential for the participant.
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