How do you define a “win? Is it the BIG final victory after a long battle to secure that order, a job or a new client? Alternatively, is it something that we can look at and say, “that’s a good next step or progress, and that’s a win.” The answer lies in both avenues of perspective.
Ensuring people are successful and that they are continually improving their skills is not an option. So that we do not waste our training dollars, there must be a sense of what success – a win – looks like as the result of the training. It is essential that we define what a win is so that people don’t get demotivated, exhausted, and feel as if success is beyond their reach. If we don’t establish what defines success and early on, people will chase something that their skills and confidence won’t let them attain – yet. If people don’t see that they can do this, the value of the training is lost, and we are highly likely to take a hit in employee retention.
We have to give people a chance to learn, get used to, and see their success from using their new skills.
A recent conversation with a client of mine who is the managing partner of a large accounting firm shines a bright light on this topic. We are working to help people see that “everything is a selling moment.” To introduce skills that we want the team to use and embrace means we must define for them what success and the win look like. This must be flexible and in some cases, gently tailored to that person. This process requires we know them. If we put to large of a goal out there too soon it will be demotivating and a rejection of the new skills. If the objective is also easy to attain, then people might not push themselves to do more and reach further.
What is the answer? It’s to create a series of escalating wins. Wins that are each meaningful and build confidence to take the next step and be set up to attain the next victory. For example, when I coach my clients in their sales culture business plans, I ask them, “what they want to achieve?” From there, it’s not difficult to suggest steps that reflect the increasing use of new skills to earn the win. Each win shows progress and success. When the final goal is achieved, the feeling of accomplishment is much more complete when we can look back and see the BIG win in a series of smaller wins.
Match the person’s comfort and ability to practice new skills to a goal that is achievable and reasonable, but not a slam dunk. Accordingly, we build confidence, gain buy-in and win future successes. That’s a long term view in people that will pay off.
Training people and immediately expecting big wins is not always realistic. Defining achievable and satisfying gains are a long term investment in people and unlocking their potential. Pressuring them for immediate results is not a recipe for success and can lead to expensive turnover and business failure.
Todd Cohen, CSP has been inspiring and motivating audiences for over 12 years, teaching them to sell themselves to achieve goals and incredible success. His sales culture keynotes and workshops are in demand from audiences from every background, including sales people! Delivering approximately 85 appearances every year worldwide, Todd leaves people with a story to tell and feeling great about themselves!
You can learn more about Todd and book him for your next conference at toddcohen.com