Salesmen Should Become "Four Experts".

Is training worth money? It can be said that it is very valuable. The so-called knowledge is priceless. It can also be said that it is worthless and cursing the deceiver. Is Hao Zhiqiang's lesson worth? You don't know. I don't know how much the lecturer's course is worth. It depends on the sales ability of the training company and the degree of acceptance of the customers. Just like insurance, in fact, insurance is selling a piece of paper, and selling is the future guarantee. You are old, is the insurance company still gone? If something happens, it needs insurance. Will the insurance company still abide by the contract? These are all uncertain. Because training is empty and there is no physical object, the sale of training courses has great challenges for training courses salesmen. The training market is mixed up, and there are all kinds of inexplicable "rivers and lakes". The procurement of training courses is of great risk to training managers.

One day, I went to a training company to communicate and gave them a training course. The company's boss is from the government, the staff is a new college student, obviously up and down do not know about training, ignorance is fearless. Even if the company has been training in the training industry for many years, so what? The same level is not high. A training project in Zhejiang, the training company communicated with me less than 10 times before and after. Because they are just a mouthpiece, not a translator. How can you sell high prices for training courses if you don't know how to train training companies? How can the service be satisfactory to the enterprises? How can we get the students to harvest? Therefore, the most need to train is not the enterprise, not the trainee, but the training company. They lack the understanding of enterprises, lack of awareness of training, and lack of guided sales skills.

Training company sales staff, first of all, to win the trust of HR, preferably to become a human resources consultant. Confidence building is probably based on the following aspects. Now you are engaged in the intelligence industry. How should you know about training? To understand the training, first of all, we need to know about human resources. So the salesperson seems to be a human resource expert who is very proficient in human resources and can even be a consultant to HR. Some salesmen, who have a very heavy voice, expect to have dental caries, or their mouth is not clean or their clothes are disordered. Now that we need to be an expert, from every quality model, to recruitment, to performance, to assessment, to training, to employee relations, each can say, and has its own view, that is the real expert. Because it is an expert, it can become a consultant of human resources, because it is an expert, so it can give training managers to make annual training plan, because it is an expert, so it can perfectly integrate training and human resources system, and even help manpower resources and plan personnel training system. So the best course salesmen basically have human resources work experience, and even engage in related work in large enterprises, so that they can talk with the training manager. They can talk with the training manager when they talk about the problems that you have considered. Are there any unsuccessful sales? Until the training manager has developed the habit of calling you when he meets a problem, you are his teacher all day long. Do you still want to buy your courses?

Next, the sales staff should know the training very well. From the training needs survey, to lecturers' choice, to field service, after class tracking and evaluation, especially the landing of course content, there are systematic operation methods, so that HR does not bother, he is not bad money. It is best to have an understanding of training, reading the monograph of "instructional design" or "50 effects of teaching psychology". In particular, we should be good at the preliminary investigation of the course and the landing of the later course contents, and even guide the trainees. From the perspective of training effect, the influence of the on-site teaching on the training effect accounts for only 20% of the content of the course, and the 80% of the landing process accounts for the largest proportion. Of course sales staff that I have contacted with training companies, there are few salesmen who can take my outline to call students and do research before class. Less attention is paid to the effect of landing courses, most of which are focused on the next training after the training. Such a salesperson is no different from anyone else. How can a training manager respect them and buy them at high prices? What's their excellent course? If you want to know very well about training, I suggest that these sales staff take a look at the series of training articles I wrote, and my more than 130 training articles basically cover teaching from lecturers to training management. After reading my training articles, if you still do not know the training, you can only explain that you and the industry, there is no fate.

Third, the sales staff should know the lecturer's course very well. Know the selling point of the course, and know what value it brings to the enterprise. I have read all the information sent by the lecturer, instead of just using the computer, and now catch it. That's the three class man. It is hard to imagine that there is a list of 300 lecturers in a library. When the lecturers are needed, they can find trainers and salesmen in the world. They can communicate well with the lecturers, get a good understanding of the lecturers' curriculum and understand the lecturers' teaching style. The reason is very simple. To sell cucumbers, we must know the selling points of cucumbers, sell fridge to know the selling points of refrigerators, sell the courses as well, grasp the selling points of courses, and even familiarity with every detail of the courses. We sell professional courses and sell solutions to training managers, not probabilities. No matter how the training manager asks questions, the sales staff can answer the questions correctly, which is the real skill of sales. Assuming that the syllabus has 3000 words, the sales staff at least remember 2000 of them. When they see the training manager, they can say it in a conditioned way. They can even tell each link, the core idea of the course, to move the training manager. Can such a salesperson be able to win the trust of the training manager well? The training manager first trusts that the professional salesperson will trust the lecturer he offers and trust the lecturer's lessons.

Fourth, the sales staff should understand the core business of the customers. Only in this way can we cross the HR and establish relationships with the core business departments of the enterprise. For example, if you have completed the sales director, he said to buy your course, HR dare not do it? It's hard to get the director of sales. First, you must speak with the sales director. Secondly, let the sales director feel that it is valuable to talk with you. Third, let the sales director know that you can solve his problems and make him trust. Finally, the sales director gave a call to the HR department to tell you what courses you recommended. What else do the training manager have to say? To understand the core business of the customer is the biggest challenge for the most salesperson. The salesperson should become a half expert in the customer industry and be able to speak with the director of the core business. If you read related books in the core business of your customers, you'd better have some articles, which will prove that you are an expert on customer problems.

In summary. An excellent training course salesperson must understand all links of human resources and link training and human resources, especially the cadre training system. He is an expert in human resources. To truly understand training, especially good at pre class research and after-school implementation, he is an expert in training. It is also necessary to understand the lecturer's understanding of the core selling points of the course, the ability to solve problems and make plans for the customers. He is a program expert. In the specific sales, it is best to understand the customer's industry and understand the core business of the customer, so as to make the training manager, the core business supervisor of the customer, also have a sense of security. He is a customer business expert.

The above 4 experts' training course sales staff earn at least 500 thousand per year. How many training industry sales personnel have achieved the above four experts?