Building a Smarter Workforce

Top performing companies not only recognize the importance of their people but also the need to provide the right skills to enable their people. 71% of CEOs cited human capital, ahead of products, customer relationships, and brands as the leading source of sustained economic value.

It is clear senior management teams at successful companies recognize the need for skills and training. However, only about 50% of their employees feel they are receiving the training and support they need. A disconnect exists between decision-makers and employees, resulting in under-investment in training at many organizations. Teaching your team the essential skills they need is not just a box on a list you can check off and call it good.

One solution to help determine the ROI of your training efforts is to establish objective training performance metrics. According to Dr. Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and Honorary Chairman of Kirkpatrick Partners, there are four ways to evaluate training: reaction, learning, behavior, and results

To maintain your company’s competitive advantage, you need to maximize your team’s productivity by providing the appropriate skills at the right time. Embracing the optimum level of education, enablement, and engagement, you can dramatically reduce attrition and safeguard your investment made in hiring.

It’s Time to Rethink “Employee Training.”

Rid your vocabulary of the words “train” or “training” and start “teaching” your employees.

I don’t train people. I teach people. You train your dog to do the trick or to obey a command. To be successful in business, you must teach your employees how to think, reason, act, and respond to the myriad of circumstances they will encounter as they represent your company to the public. That’s why I practice Competency-Based Education using a cloud-based Learning Management System in my coursework.

Competency-Based Educatioin

Competency-Based Education (CBE) refers to systems of instruction, assessment, grading, and academic reporting based on your employee’s ability to demonstrate they have learned the knowledge and skills you expected them to learn.

The general goal of Competency-Based Education is to ensure that your employees can demonstrate they are competent in a specific skill set before moving on to higher-level learning. If an employee fails to meet the expected learning standards, they typically receive additional instruction, practice time, and academic support to help them achieve competency or meet the expected standards.

Competency-Based Education is an approach to teaching and learning more often used in learning concrete skills than abstract knowledge, which makes CBE the perfect methodology for teaching sales and sales management skills. It differs from other non-related methods in that the unit of learning is extremely fine-grained.

eLearning with Spike

eLearning with Spike is Competency-Based Education on a Learning Management System

In my sales education courses, the salesperson cannot move on to the next level until they demonstrate competency on the first level. That means we can’t teach closing skills until the salesperson can prove they are competent at setting appointments. We can’t teach appointment setting until the salesperson can show they are competent at prospecting.

My learning programs are built upon a foundation of accountability so that you can see a clear Return On your learning Investment.

  • Are the salespeople engaged with the learning?
  • Do the salespeople retain the learning content?
  • Are the salespeople using the new learning in their daily sales efforts?
  • Are the salespeople selling enough to reach goals?
  • Are the salespeople outperforming sellers who didn’t receive the Education?

I provide my teaching in a formal academic Learning Management System so you can interact with and follow your employee’s progress at every step of the process. For example, in a sales training course, a salesperson would be held to the following standards to demonstrate competency.

  1. Did the salesperson download the sales materials?
  2. Did the salesperson watch the teaching videos?
  3. Did the salesperson correctly answer the knowledge check questions in the teaching videos?
  4. Did the salesperson turn in their assignments and demonstrate their competency.
  5. Did the sales manager approve grade the homework assignments, and did the salesperson receive a passing grade?
  6. Did the salesperson complete a teach-back to the sales manager or other authorized instructor’s satisfaction?
  7. Did the salesperson make the presentation to the qualified prospect?
  8. Did the salesperson sell the qualified prospect?

Because the grades come from real sales work with clients, the seller can either set appointments or not. They can present, or they can’t. If they can’t demonstrate competency at any level, they must work on that competency until they can.

They either improve, or you can make a new decision about their position within your company. A sales organization cannot afford to have salespeople who are not fully competent in all areas of the sales process.

The Benefits of Technology Based Learning

The benefits of a skilled workforce and a formal technology-based learning solution are significant and measurable, and they affect all areas of the organization, from sales and marketing to customer service and support.

They include:

  • 16% increase in customer satisfaction among companies using learning technology [i]
  • Skill levels linked to business value, $70,000 in annual savings and a 10% increase in productivity when teams are well-trained [ii]
  • 35% reduction in time spent searching for sales content [iii]
  • 22% faster rollouts of products and processes
  • 75-80% of managers believe practical training is critical to project success and meeting project deadlines [iv]

You and your team can learn new skills and knowledge using a modern Learning Management System (LMS).

Request More Information

Use the form below to request more information about Competency-Based Education services using our professional Learning Management System.

[i] Bridging the Gap: Integrating Learning and Work, Towards Maturity Benchmark Study, 2012-2013

[ii] Impact of Training on ERP Project Success, IDC 2012

[iii] IBM Case Study – AMD, 2013

[iv] IDC MarketScape: Worldwide IT Education and Training 2013 Vendor Analysis, IDC, 2013

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