| Organizations that spend more on sales training | | | | 11. No accountability after the initial training so |
| turn in 86% better results that organizations that | | | | assure sales team are implementing changes. |
| spend less on training, but sales development is | | | | 12. - Solar professionals need to be excited about |
| much more effective than sales training. | | | | the training and willing to participate. This way, the |
| Sales development is more intensive and hands-on | | | | sales team will receive the most out of training. |
| than training. A typical training and implementation | | | | After the training, the solar manager needs to |
| lacks in 6 key areas: | | | | provide weekend feedback, encouragement, and |
| 1. Lack of focus on the critical solar knowledge | | | | inspiration. Another issue is solar coaching. Most |
| and skill sets professions must master. | | | | companies lack coaching. Coaching targets |
| 2. - Too many solar courses focus on the how a | | | | individual salesmen and focuses on their skills and |
| solar system works, not how to sell a solar | | | | weaknesses. It works alongside each salesman to |
| system and sales skills. | | | | strengthen their weaknesses and keep them |
| 3. No measure of metrics. | | | | accountable. The goal of coaching is to enhance |
| 4. - You must know what is wrong to fix it. | | | | performance through practice. The coach can |
| 5. Expecting immediate results instead of | | | | provide immediate feedback on weak areas and |
| improvement over time. | | | | suggest/implemented changes. |
| 6. - Changes in behavior do not occur instantly. It | | | | After the initial training, development requires |
| takes time and consistent follow-up for changes | | | | accountability by the sales manager. The |
| to be implemented. | | | | accountability makes certain that the training has |
| 7. Lack of connectiveness between trainer and | | | | been understood, coaching has desired changes, |
| professionals. | | | | and that the changes stay in place for long-term |
| 8. - Many trainers are not actively selling in the | | | | changes. |
| field. A solar trainer who is actively selling to make | | | | The difference in training and development? |
| ends meet has much more credibility. | | | | Training is a one-time inspirational event that |
| 9. Lectures instead of application. | | | | teaches a solar salesforce how to sell effectively. |
| 10. - Lectures are important for learning facts, but | | | | Development is implementation of sustained, |
| application is vital. When anyone practices what | | | | long-term development. |
| they learn, it is much more likely to stick. | | | | |