Sales training is a critical function, but has many regulatory constraints. This can lead to operating within expected guidelines that may sometimes feel as though they limit the effectiveness of training outcomes of more meaningful and confident conversations. However, emerging information about how people learn can invite us to re-examine the commonly accepted methods of training design and delivery.
Training programs for newly hired sales representatives typically include a period of home-study, virtual learning or coaching, and field observation, often leading to a live multiple-day training meeting. It is possible that learners may experience this “training journey” as fragmented in terms of activities, content and formats. There can be periods of feeling overwhelmed by the amount of content and the inability to retain it. How can this journey be planned in a holistic way to support the learner experience and enhance outcomes?
AGES Model: A Foundation for the Learning Experience
The AGES Model, described by Josh Davis and his colleagues at the Neuroleadership Institute, stands for four key approaches that enhance knowledge acquisition and retention, based on what is currently known about brain function in learning. The four approaches are listed here with suggestions for using them in training design.
• ATTENTION: In a world of so much distraction and constant stimulation, how can we be sure our learning experiences continually capture and recapture learners’ focus? One way is to borrow some ideas from entertainment – within reason – such as the use of creative themes, storytelling and appropriate games that support learning outcomes.
• GENERATION: We have all accepted that adult learners want information and skills to solve their problems. So it is critical for learning experiences to include opportunities for them to generate meaning from the information they receive. Create opportunities for learners to contribute and make personal connections with the various types of information they need, whether that is categorizing and memorizing facts, learning new procedures and skills or applying strategic thinking to solve problems.
• EMOTION: Negative emotions such as anxiety and fear can impede learning. Positive emotions can support it. Rethink the traditional role play situations and leverage popular, fun concepts from gaming to ensure a safe environment. Ensuring the learner is central to the training journey can build motivation and empathy to fuel learner engagement.
• SPACING: The concept of distributed learning is not new, but it can be difficult to implement in a world where week-long, live meetings are the standard format. Consider stepping back from the traditional delivery systems to space information over time to allow for ongoing knowledge acquisition, application and retention.
AGES offers training organizations a consistent approach to organizing learning experiences of all types. Using these principles as a foundation for planning can lead to some surprising creativity even within a structured environment.
Photo: Ryan McGuire, gratisography