Training can help turn sales reps into managers

Training can help turn salespeople into managers.

Training can help turn salespeople into managers.

One of the most difficult parts of promoting an employee is forecasting how he or she will adapt to the challenges inherent in their new position. Some workers are very well-suited to their current jobs — and receive promotions because of it — but ultimately fail when faced with tasks outside of their comfort zone. This is especially true of salespeople, many of whom are advanced within an organization because of their ability to sell, but who lack the skills required to manage.

This is not a failure of any particular employee. Selling and managing represent two distinct skill sets, and excelling at the former does not necessarily mean a knack for the latter. If your primary criterion for who becomes a manager is their sales figures, you could find yourself with under-qualified leadership.

Thankfully, however, there is something you can do to alleviate this. Great managers aren’t born, they are developed, and management training can make a big difference in a recently promoted employee’s ability to adapt to their new role. By browsing Mastery Technologies’ library of training videos, you can make sure your entire staff is ready to step in and lead when the time comes.

There are ancillary benefits as well: our video library allows to you feel more confident promoting internal candidates, which can in turn help employee motivation. As well, your new managers will be intimately familiar with both the sales process and your company culture, ensuring that there is little friction and setting your entire organization up for ongoing success.

Source – ATD
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The Makings of a Good Leader

Have you ever asked yourself, “What makes a good leader?” What makes a person be the one people comes to freely for advice or direction within the workplace? A true leader within the workplace is one full of ambition, one who is responsible, accountable and possesses the power to persuade, and compel with an authentic approach.leader1

According to an article by TrainingMag.com, true leadership influences people to achieve better results for the companies they belong to. Leadership also understands the importance of having a strong sense of self, the ability to make others follow their lead as well as adjust when circumstances require them to. A true leader also understands the importance of being a peer and a supervisor or one of great influence.

TrainingMag.com also provides a few tips to help employees develop into good leaders, such as:

  • Know your own strengths and limitations
  • Look beyond your own self-interest and encourage others to do the same
  • Anticipate and manage conflicts fairly and objectively
  • Exhibit self-confidence
  • Instill trust

For the full list of tips, check out the article here.

The majority of today’s employees desire to improve their overall work performance and  move up the corporate ladder. In Mastery Technologies’ training activity “Bud to Boss: Discussing Your New Leadership Role,” employees are taught how to facilitate successful work relationships, and create foundations for a smooth transition into a new leadership role.  Good leader

When taking on a new leadership position within a company, it is important that one understand the difference between being a leader and a peer. This activity teaches you the importance of knowing your job description as a leader, the importance of setting necessary boundaries between co-workers who were once peers and setting clear expectations.

Mastery wants you to become an effective leader. For more courses to help you in developing as a leader, visit www.mastery.com.

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E-learning: It’s All In The Story

storytelling-wordle

In providing training content to your employees, one not only aims to educate but to remain relevant, motivate and even entertain.

Effective storytelling ensures the content goes not just to the head of the learner, but also to pull the learners heart-strings.  In some cases, an emotional attachment, such as when a learner can identify themselves with a character in a video, helps them retain information better.

The use of storytelling within e-learning courses can not only convey a meaning or understanding of a particular subject but also present information in an engaging fashion.

According to a study conducted by psychologist, Melanie Green and Tim Brocks, fictional worlds radically alter the way information is processed. The more viewers or readers are connected to a story, the more the story changes them.

Mastery and its content partners use story lines to illustrate the importance of the subject presented, whether it be diversity, office culture, leadership, or safety.story telling

With hundreds of courses utilizing the art of storytelling, Mastery wants to provide you with five of our favorite courses that take advantage of the power of storytelling to assist your employees in retaining information. The five courses use real-life events to enhance the overall learning experience for the learner. For example, Mastery’s Safety Awareness: Shattered: The Jeff Walters Story takes learners into the life of Jeff Walters, who ignored safety procedures to get an industrial repair done faster and suffered a horrible accident.

For a complete list of other courses provided by Mastery, log on to www.mastery.com

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How’s Your Decision Making?

Effective decision-making can be a skill that assists in maximizing your company’s team building efforts. Effective decision-making allows individuals to develop skills that truly matter not just to them, but to the team. Being able to make good decisions in a timely manner will help your employees increase their overall performance.

decision making concept on blackboardMastery wants to help you in the area of effective decision-making this year with its training toolkit, “Become a Contributing Project Team Member.”

In the course entitled,“Become a Contributing Project Team Member: Effective Decision Making,” employees learn how to assess their skills and understand the impact of their decisions.

Mastery wants to provide you with a few reminders for making quality decisions within the workplace:

  • Gather all of the information in its entirety prior to making your decision.
  • types-of-decision-makingDon’t be afraid to ask for help. Be willing to reach out to others (co-workers, boss, mentors etc.). Use these individuals as resources toward your overall development.
  • Don’t be afraid to consider other people’s ideas. Share your ideas to help you see situations differently.
  • Weigh the pros and cons of the decision you are looking to make.
  • Respect others different opinions when making effective decisions.

Mastery wants you to improve your everyday decision-making! Check out this activity!

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Composing An E-mail 101

How many hours do you spend checking your e-mail? Whether it takes you 20 mins or 2 hours to check your e-mail, the use of email has become a way of life. For some, taking their eyes off of their e-mails can make them feel as though they are missing something.120

E-mail has become as vital as checking our standard mail through the U.S. Postal system. Like use of the U.S. Postal system, sending mail becomes permanent. Once you send it, whether through e-mail or through the postal system, there is no way to “take it back.” Creating concise e-mails is imperative for administrative employees in any field of choice.

Sending e-mails can be your first introduction to someone and can determine one’s view of you. It reflects how we are as individuals.

Mastery Technologies has released new Partner activities, produced by content partner Vado, to help you with the task of e-mailing . The activity entitled, Becoming a Contributing Project Team Member: Clear and Concise Emailsfocuses on the importance of writing great e-mails. Mastery wants to share with you a few pointers from this training to assist you in creating concise e-mails:email

When writing an e-mail, remember these four items:

    • Subject – Include a subject line. When creating a subject line, remember good subject lines are concise and informative.
    • Message - This is the body of your e-mail. Keep it concise and to the point. Don’t use the body of your e-mail to tell a story. Use paragraph breaks when needed and professional language.
    • Response – This is described as your call to action. What would you like the person to do? Feedback? Deadline? Be sure to share what you desire your recipient to do.
    • Review – Always proofread and review your e-mails before sending.

For further detail on how to create a concise e-mail, check out this activity!

By implementing these simple steps to developing a concise e-mail, your administrative employees will be on their way to becoming contributing team members and leaders. For a complete list of courses, visit www.mastery.com

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Crafting a corporate vision of change

If you are making specific changes at your company, a vision statement can help your team stay on track.

A corporate vision statement can help your company meet its goals.

You know that you need an overarching company vision, but what about narrower vision statements to articulate goals for short, medium and long-term change? Forbes contributor Kotter International suggests that in addition to your mission statement, you should also articulate a separate but related message whenever you are embarking on a project for innovation. Change statements help propel a business from Point A to Point B, keeping everyone focused on the end goal.

“A great change vision is something that is easy for people to understand,” says the article. “It can be written usually in a half page, communicated in 60 seconds, is both intellectually solid but has emotional appeal, and it’s something that can be understood by the broad range of people who are ultimately going to have to change — and that could be a secretary or an executive, it could be somebody from Germany or from the United States. Which makes it easy to communicate and to communicate it in a way that people will ‘get it,’ if you will, and will, if you do it right, buy into it.”

Let’s say your company plans to grow its position as an industry thought leader, by writing more original literature and participating in a greater number of industry events, conventions and expert panels. This ideal might very well find a place in the company’s overall mission, but a focused change statement can also help you make such a lofty goal a concrete reality.

Crafting a corporate vision is challenging, and connecting employees to organizational goals is even more difficult. However, these skills can be learned, thanks to Mastery Technologies array of online training courses on this topic. Browse our complete list of offerings today.

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Why employee development is so important

Many young, driven employees are more likely to stay at a company when they are given opportunities for professional development.

Professional development training can help you retain your top talent.

It can be challenging to focus on facilitating the growth of individual employees when you are busy running an entire department, division or even company. As Forbes contributor Victor Lipman points out, many supervisors feel like they are too busy putting out fires to devote a lot of time and resources to employee development. This, however, is a short-sighted mistake. You will be unlikely to retain your top talent if you don’t show them that you are actively investing in their professional futures.

One Harvard Business Review study found that many talented young professionals take their abilities elsewhere when they aren’t given concrete, structured opportunities to grow. Researchers surveyed more than 1,200 young high-achievers.

“Dissatisfaction with some employee-development efforts appears to fuel many early exits,” the study said. “We asked young managers what their employers do to help them grow in their jobs and what they’d like their employers to do, and found some large gaps. Workers reported that companies generally satisfy their needs for on-the-job development and that they value these opportunities, which include high-visibility positions and significant increases in responsibility. But they’re not getting much in the way of formal development, such as training, mentoring and coaching – things they also value highly.”

In other words, while managers might not think that employee development training is important, it is a priority for workers. Many companies likely don’t pursue such initiatives because they believe that they are time-consuming and expensive. However, that doesn’t have to be the case. Mastery Technologies offers a wide variety of cost-effective and efficient online courses to help build your employees’ skills and their loyalty to you and your company. Browse our offerings today.

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Management training: How to encourage innovation

Today's business environment rewards corporate innovators.

As a manager, encouraging a culture of innovation can position your team for long-term success.

A team’s ability to innovate is hard to quantify, and yet, in many cases, is one of the top predictors of long-term success. After all, today’s corporate landscape is rapidly changing and evolving, thanks to emerging markets and new technologies. As a manager, how do you encourage your employees to embrace a spirit of innovation? Here are some tips:

  • Collaborate: Innovative, successful entities like BMW put a lot of thought and effort into promoting collaboration and decentralizing authority. According to Forbes, the company’s headquarters in Munich is structured like a spoked wheel, with each department within a stone’s throw of all the others. This makes open and unstructured collaboration possible, encouraging the generation of new thoughts and projects. On the other hand, imagine a company in which only two top-level executives are allowed to contact the CEO. Many innovations would likely shrivel and die on the vine.
  • Encourage failure: If you want to encourage a culture of innovation, you will need to comfortable with failure. Employees are not going to go out on a limb pitching a new idea if managers are completely averse to risk. So don’t just praise successful new ideas — be sure to also reward innovations that fail.
  • Listen: If you and your fellow managers and executives don’t have an ear to the ground and a willingness to listen to fresh ideas, it won’t matter how innovative your employees are. Try to imagine yourself on a constant listening tour, open to suggestions from everyone from the intern to the CEO. You never know where the next big idea will come from.
  • Make it a core value: To really thrive, innovation must be a core value in your company’s culture, rather than an afterthought or symbolic gesture. “I came to see, in my time at IBM, that culture isn’t just one aspect of the game — it is the game,” writes former IBM CEO Lou Gerstner in his book “Who Says Elephants Can’t Dance.” In the end, an organization is nothing more than the collective capacity of its people to create value. Vision, strategy, marketing, financial management — any management system, in fact — can set you on the right path and carry you for a while. But no enterprise — whether in business, government, education, health care, or any area of human endeavor — will succeed over the long haul if those elements aren’t part of its DNA.”
  • Schedule it: Innovative companies like 3M and Google expect their employees to schedule unscheduled time in which they can focus on innovative, pie-in-the-sky ideas. According to Fast Company, it was during this unstructured period — known in the company as “15 percent time” — that a 3M employee came up with the idea for the Post-It note. Google provides a similar employee incentive, although there it’s 20 percent of the normal workday. The search engine giant says that the unscheduled time led to the development of Gmail and Google Earth.

If you are interested in learning more ways to encourage a culture of innovation, priming your business for long-term success, browse Mastery Technologies‘ many online management training courses on the subject. Our learning resources are efficient and cost-effective, giving you the results you need without wasting your time or money.

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How to be a better negotiator

The ability to effectively negotiate is a learned skill.

Become a better negotiator and a more effective business leader with Mastery Technologies.

Whether you are brokering a business deal or running interference between two squabbling colleagues, the ability to negotiate is critical to professional success. Unfortunately, most of us were never taught the art of negotiation in school and many don’t realize that conflict management skills can, in fact, be learned. Here are some tips:

Do your homework

Imagine your company needs to hire a consulting firm, and you’re negotiating the cost of a six-month contract. The more you know ahead of time about the market value of this kind of service, the more prepared you will be to efficiently and effectively arrive at a fair deal. Be prepared with detailed data you can reference during your conversations with the firm, as it’s hard to argue with concrete facts and figures.

Don’t be afraid of rejection

Negotiation expert Victoria Pynchon tells professional news outlet The Muse that before you start negotiating, you must first be comfortable with the idea of rejection.

“It’s not really a negotiation if we’re asking for something we know our bargaining partner also wants,” Pynchon tells the source. “Negotiation is a conversation whose goal is to reach an agreement with someone whose interests are not perfectly aligned with yours.”

Keep your emotions in check

It’s easy to get angry or upset during negotiations, especially if the other person is raising their voice or losing their temper. It’s always a mistake, however, to let your emotions get the better of you, as it will only undermine your bargaining power.

Know what you want

Negotiating is all about understanding your priorities and those of the other parties in question. Say you are mediating a conflict between two subordinates under your purview — both employees believe they should be the lead manager on a particular project. You realize that one wants the prestige of being “in charge,” while the other is simply particular about whom he works with. Perhaps you negotiate a deal in which the latter agrees to act as second-in-command if he is allowed to handpick the rest of the team.

If you are negotiating on your own behalf, make a list of you goals, in descending order from most important to least important. This way you know exactly what you want and where you are willing to compromise. A common example: Maybe your boss can’t or won’t give you a raise, but is willing to offer more vacation time. Next, make a list of the priorities of any other parties involved, as best as you can determine. Knowledge is power, and the more you know about each person’s ranked interests, the better your position when it comes time to negotiate.

Listen

Many people tend to think of good negotiators as hardheaded, aggressive types who don’t care about other people’s interests. On the contrary, the best negotiators are able to put themselves in other parties’ shoes, empathizing with their wants and needs. In his book “Negotiation Boot Camp,” Ed Brodow highlights the importance of active listening, which helps you create rapport with your negotiation counterpart. By showing your genuine interest in understanding their point of view, you build trust, ultimately increasing your chance of getting what you want.

Whether you are a supervisor or an individual interested in proactively building your career, employee development training can help your each your goals. Browse Mastery Technologies‘ many course offerings today!

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Mastery Technologies Announces Launch of New Reseller Subscription, EverySeat™

Mastery Technologies is kicking 2015 off with a bang! The award-winning company has announced the release of its most revolutionary licensing model yet, the EverySeat™ Reseller Program. Geared toward providing resellers with instant access to high-quality, video-based eLearning content,  EverySeat™ is designed to remove the administrative burdens and other barriers that come with most reseller programs.everyseat

EverySeat™ provides resellers with a licensing  system at a low-cost based upon the number of users each reseller supports.  Designed with the reseller in mind, the EverySeat™ program is for Learning Management System providers seeking to offer high quality content with their LMS. With no fluctuating costs, EverySeat™ allows LMS companies to set their own revenue goals, reduce administrative burdens, and avoid upfront “setup” fees, forecasting and painful true-ups.

“With EverySeat™, our desire is to make selling our training content an easier experience.” says Channel Partner Program Manager, Jeff Holth, “EverySeat™ is a one stop shop for training content and provides LMS companies with an additional revenue stream.”  

Courses accessed through Mastery’s EverySeat™ program are available on Mastery’s Video On Demand (VOD3) courseware platform, and play on all desktops, notebooks, tablets, and smartphones, allowing employees to train anywhere, any time.  Mastery’s course library offers a wide selection of topics ranging from health and safety, HR compliance, communication skills, PC skills, leadership, customer service, team building, and management and supervision. Mastery’s VOD3 standardized platform provides continuity in user experience from one course to the next. All VOD3 courses play on all devices and browsers, giving users the ultimate flexibility in when and where they can access their training assignments.

You can visit www.masterytech.com/index/channelpartners or call 800-258-3837 ext. 1656 to find out if the EverySeat™ Reseller Program fits your organization’s eLearning needs.

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