Online Articles

Through a series of skill practice activities, New York Community Bancorp, Inc.’s front-line employees are challenged to spend time outside of their comfort zone practicing effective questioning techniques, the six steps of the relationship selling process, and effectively planning follow-up calls.

Redefining relationship training as development within context instead of understanding of content is, at its essence, a rebranding process, one that will be critical for achieving the outcomes training professionals and their learners need going forward. Here are three techniques to use as a roadmap for rebranding relationship training and the value you offer your participants.

High performers add new dimensions to how smart customers see problems and solutions. That means the path to high performance needs to include educating salespeople about that role and the expertise needed to fulfill it.

Speakers aren’t superhuman; they have all the frailties that come with flesh. Don’t obsess over the possibilities, but always remain aware of what might happen so you can take the proper precautions—and respond appropriately and professionally if something does happen.

Think of yourself as an Olympic coach, and start looking at your top people as elite athletes. Provide them with opportunities to prove themselves—and for them to learn in the process. Give them feedback and celebrate their wins. And support them with a solid environment that gives them the tools to succeed.

With a combination of good intentions, clear direction, and early detection, any organization can begin the much needed and highly rewarding work of boosting engagement while transforming toxic employees into positive contributors.

Teams from Learning & Development and subidiary Gables Corporate Accommodations (GCA) partnered to develop a 60-minute virtual instructor-led program (VILT) to train both GCA and Gables sales associates on new standardized policies and the benefits of collaboration.

A look at customer service standards that can be simply structured for a manager/supervisor to easily present to staff. These “micro-educational sessions are two-minute uniform exercises everyone partakes in that remind and reinforce your company’s mission and vision.

While the current measures of Emotional Intelligence (EI) don’t seem to be able to predict leadership success very well, there is hope for it yet, especially in predicting specific elements of performance.

According to Gartner Research’s study, “The Justification of IT Training,” “companies spending less than 13 percent of their enterprise resource planning (ERP) project costs on training are three times more likely to fall short of their business and project goals than organizations spending 17 percent or more.”