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Sales Fundamentals: Performing a Needs Analysis
Performing a Needs Analysis
Clients need many more things than you might be planning to sell them. The more you can do for a client, the more you will be seen as a valuable partner. Here are some suggestions about how it might be possible to meet some other client needs:
- Information. You might be able to act as a consultant to a client, providing information about the latest developments in your field.
- Training. If you provide a product that requires some training, make training part of the package.
- Financing. If your company does not provide financing, put the client in touch with banks that do.
- Community. Communities often grow up around particular products, especially high tech products. Introduce clients to users groups or trade organizations.
- Personnel. You probably know a number of capable people who are thinking about changing jobs. Helping a client find skilled employees can benefit everyone involved. If the people you recommend are hired, they will become some of your strongest advocates.
For more on our Sales Fundamentals training course, please visit:
https://corporatetrainingmaterials.com/course/Sales_Fundamentals
Business Ethics: Guidelines for Managing Ethics in the Workplace
Guidelines for Managing Ethics in the Workplace
Managing ethics in the workplace requires certain tools. Every organization needs a Code of Ethics, a Code of Conduct, and Policies and Procedures, which is discussed within the CTM Business Ethics course. These tools direct the organization as leaders attempt to manage ethics.
Guidelines for Implementing and Managing Ethics:
- Give it time: Managing ethics is a process-oriented activity that requires time and constant assessment.
- Focus on behavior: Do not give vague requirements; make sure that ethics management has an impact on behavior.
- Avoid problems: Create clear codes and policies that will prevent ethical problems.
- Be open: Involve different groups in ethics program and make decisions public.
- Integrate ethics: Make sure that all management programs have ethical values.
- Allow for mistakes: Teach employees how to behave ethically, and do not give up when mistakes happen.
Roles and Responsibilities
The roles and responsibilities necessary to effectively implement workplace ethics will vary with each organization. A manager should be in place to oversee the ethics program, but he or she will need the support provided by other positions. Smaller organizations may not need to fill all of the roles listed below; determine what your company needs before executing an ethics program.
Roles:
- CEO: The CEO of every company needs to support business ethics and lead by example.
- Ethics committee: An ethics committee will develop and supervise the program.
- Ethics management team: Senior managers implement the program and train employees.
- Ethics executive: An ethics executive or officer is trained to resolve ethical problems.
- Ombudsperson: This position requires interpreting and integrating values throughout the organization.
https://corporatetrainingmaterials.com/course/Business_Ethics
Personal Productivity: Developing a Tracking System
Developing a Tracking System
Although there are many time management systems out there, we have found that most systems boil down to a few key principles. Here are our top three ideas.
Electronic Solutions: Most e-mail applications (including Microsoft Outlook and Lotus Notes) actually fall into the category of a PIM (Personal Information Manager) application. This means that they can store calendar, task, e-mail, and contact information all in one place.
To make the most of your electronic solution, follow these tips:
- Keep personal and professional information in two separate locations. (For example, you might have a computer at home and one at work, or two e-mail profiles on the same computer.)
- Take the time to learn about the features of the application and how to use them to be more productive. We’ll look at this a bit more later on in the course.
- Try to use just the application as much as you can. Switching between your computer and your day timer will waste time and increase the risk of missing information.
Productivity Journal: If you’re more of a traditionalist and prefer using something similar to an old-fashioned day timer, try this solution.
To start, get yourself a spiral notebook and label it as your Personal Productivity Journal or your Professional Productivity Journal. (We recommend keeping a separate journal for work and for your personal life, so you can focus on them at separate times, thus maintaining your optimal work/life balance.) Label each page with the day and the date and what needs to be done that particular day. Next, prioritize each task in order of importance. Highlight the top three items and focus on those first. Cross off items as you complete them. Items that are not completed should be carried over to the next page.
You can keep a long-term calendar in the back of the book (or use a three-ring binder with sections) to record upcoming events.
The Urgent/Important Matrix: Managing time effectively, and achieving the things that you want to achieve, means spending your time on things that are important and not just urgent. To do this, you need to distinguish clearly between what is urgent and what is important. This concept, coined the Eisenhower Principle, is said to be how former US President Dwight Eisenhower organized his tasks. It was rediscovered and brought into the mainstream as the Urgent/Important Matrix by Stephen Covey in his 1994 business classic, The Seven Habits of Highly Effective People.
Here is a breakdown of each quadrant.
- Urgent and Important: Activities in this area relate to dealing with critical issues as they arise and meeting significant commitments. Perform these duties now.
- Important, But Not Urgent: These success-oriented tasks are critical to achieving goals. Plan to do these tasks next.
- Urgent, But Not Important: These chores do not move you forward toward your own goals. Manage by delaying them, cutting them short and rejecting requests from others. Postpone these chores.
- Not Urgent and Not Important: These trivial interruptions are just a distraction, and should be avoided if possible. However, be careful not to mislabel things like time with family and recreational activities as not important. Avoid these distractions altogether.
For more information on the course Personal Productivity, please visit:
https://corporatetrainingmaterials.com/course/Personal_Productivity
Critical Thinking: Components of Critical Thinking
Critical thinking is akin to the study of logic. Critical thinking relates to how we make decisions and use our judgment. Critical thinking is more than just thinking about thinking or metacognition. It is also about how we take action. Critical thinking involves many components, lets have a look at four:
Applying Reason
The ability to reason is often considered one of the characteristic marks of being human. Further, the individual’s ability to reason well is a critical thinking skill. Many of the definitions of critical thinking tend to focus on this ability to reason. Reasoning occurs when we use our knowledge of one thing, process, or statement to determine if another thing, process, or statement is true. When we apply reasoning, we use logic to determine “what follows what.” Human reasoning does not always follow logic and is often based on emotional bias.
Open Mindedness
Open-mindedness is the virtue by which we learn. In particular, being open-minded means taking into account relevant evidence or argument to revise a current understanding. It means being critically open to alternatives, willing to think about other possibilities even after having formed an opinion, and not allowing pre-conceived notions to constrain or inhibit reflection on newly presented information. Open-minded inquiry is a central theme in education.
Analysis
In critical thinking the step of analysis helps us to discriminate and access information. Going back to Bloom’s taxonomy, remember that learning occurs in three domains: cognitive, affective, and psychomotor. In the cognitive domain, analysis is the fourth level and a higher ordered thinking skill. Analysis involves the process, as previously mentioned, of discriminating or separating.
Logic
Logic and reasoning are similar but not the same. Logic is the branch of philosophy that gives the rules for deriving valid conclusions. A conclusion is valid if it follows from statements that are accepted as facts. For instance, a logical statement might be, 1 + 1 = 2. This is a rule based on fact. Factual statements are called premises. When reasoning does not follow the rules, we say it is illogical.
For more information on our Critical Thinking course, please visit:
https://corporatetrainingmaterials.com/course/Critical_Thinking
Budgets & Financial Reports: Understanding Budgets
Budgets are critical for businesses. Many stakeholders within the organization require that budgets be submitted for review every year. The budget sets spending limits and usually is broken down to the individual departments or business units. Typically, budget numbers are reviewed every month to determine how well the company is keeping within the budget.
In order to begin a budget, you will need the following three pieces of information:
- Goal: Identifying a goal is the first step to creating a budget. Think about what you need to accomplish. This could be a sales goal, an efficiency goal or quality goal. No matter what the goal is, it is important to think carefully about the feasibility of the goal. Use the SMART technique for goal setting, which is making the goal Specific, Measurable, Attainable, Realistic, and Time driven.
- Money: How much money do you have? In the corporate environment, you may need to review the financial reports to determine how well the company is doing. When things are financially tight, the monies allocated to the budgets may be limited. Knowing how much is available will help you determine what you should request in terms of the business environment.
- Costs: You will need to determine how much are the costs related to your goals. This may require you to breakdown your goals in to smaller components so you can put a price on each of them. Knowing how much things will cost will help weed out unnecessary expenses in your budget.
These three items will point you in the right direction when you are ready to begin your budget.
For more information on our Budgets and Financial Reports course, please visit:
https://corporatetrainingmaterials.com/course/Budgets_And_Financial_Reports
Employee Motivation: Identifying Your Personality Type
You probably have an idea of your own personality type. A personality type is defined by the aspects of your character that emerge when around others or when doing important work. These character aspects are, as often as not, described as “soft skills”. You may have been described as “maternal”, “skeptical”, “humorous”, or any number of other things. These are issues which do not relate directly to your work but can aid or restrict your ability to do it, and can aid or restrict others. It is considered beneficial to have as many different types of personality in a workplace as possible.
There are countless tests that can be done to detect a personality type, and many different ways the results can be expressed, but there are certain things which hold true in all personality tests. Perhaps the best way in the workplace to detect a personality type is to judge your reaction to a problem which affects a whole team, or a group within it. Are you immediately looking for a way of overcoming the problem? Are you instinctively worried by what happens, and do you look to other people to help out? Do you comfort people who are stressed out by the problem? Or do you perhaps sit on the fringes, making comments and playing for laughs? Strange as it may sound, all of these elements are worthwhile in a team. The person who immediately looks for the solution is a “problem solver”; the second type is a “consensus seeker”. The third is considered a “nurturer” while the last listed is a “humorist”. All of these are classic personality types.
Equally, all of these people, and others, play a major part in making up a workplace.
- Without the problem solvers, an organization would be in trouble if things deviated from the plan as laid out.
- Without consensus seekers, it would be easy for a problem solver to become too autonomous, solving the problem to their satisfaction without being particularly concerned for how others felt about the solution.
- Without the nurturers, people would feel that a problem could too easily become a crisis.
- Without the humorists a bad situation would depress everyone.
Reason and etiquette dictate how much we allow our personality to take control of us, but most people will avoid becoming too “cliché” in how they behave.
https://corporatetrainingmaterials.com/course/Employee_Motivation
Train-the-Trainer: Flexible Training
There are a several different ways that you can build some flexible time into your training. Having participants help to design the training (perhaps by selecting which objectives you will cover in the training), is one great way to do this.
Secondly, keep in mind that training is all about your participants. As trainers, sometimes we are so excited about the potential for growth that we cram way too much into the lesson design. Keep your materials content rich so that you have excellent training, but don’t feel that you have to incorporate everything that you know just because you can. Meet your objectives, be participant-centered, and design your lessons well.
The best way to build in some flexible time is to deliberately create a couple of spaces in your day that are light so that if you do need to incorporate something extra, or people get engaged in a particular learning opportunity, you won’t have to race to get through the rest of your material. This means that you have a couple of topics that are optional that will add to the training if you can include them, but can be left out if needed.
https://corporatetrainingmaterials.com/course/Train-The-Trainer
Anger Management: Negotiation Tips
Negotiations are sometimes a necessary part of arriving at a solution. When two parties are in a disagreement, there has to be a process that would surfaces areas of bargaining. When a person is given the opportunity to present his side and argue for his or her interests, anger is less likely to escalate.
The following are some tips on negotiation during a conflict:
- Note situational factors that can influence the negotiation process. Context is an important element in the negotiation process. The location of the meeting, the physical arrangement of room, as well as the time the meeting is held can positively or negatively influence the participants’ ability to listen and discern. For example, negotiations held in a noisy auditorium immediately after a stressful day can make participants irritable and less likely to compromise.
- Prepare! Before entering a negotiating table, make your research. Stack up on facts to back up your position, and anticipate the other party’s position. Having the right information can make the negotiation process run faster and more efficiently.
- Communicate clearly and effectively. Make sure that you state your needs and interests in a way that is not open to misinterpretation. Speak in a calm and controlled manner. Present arguments without personalization. Remember, your position can only be appreciated if it’s perceived accurately.
- Focus on the process as well as the content. It’s important that you pay attention not just to the words you and the other party are saying, but also the manner the discussion is running. For example, was everyone able to speak their position adequately, or is there an individual who dominates the conversation? Are there implicit or explicit coercions happening? Does the other person’s non-verbal behavior show openness and objectivity? All these things influence result, and you want to make sure that you have the most productive negotiation process that you can.
- Keep an open-mind. Lastly, enter a negotiation situation with an open mind. Be willing to listen and carefully consider what the other person has to say. Anticipate the possibility that you may have to change your beliefs and assumptions. Make concessions.
https://corporatetrainingmaterials.com/course/Anger_Management
D5 Creation