Your team member seems disengaged during sales training. How can you re-engage them effectively?

First off, you need to tap into the WHY at the beginning of each training and enroll them into the engagement. If you just go to quickly into it, it's too easily for people to check out. The sales trainer/leaders job of selling changes from prospects to selling your team on leaning in. Second, oftentimes people are checked out because they don't need to speak. 2 ways to solve for this: 1. Get team led convos going - have top reps share what they've been doing and become subject matter experts 2. Create exercises that are engaging - "okay so we just went over this new pitch, your job is to break into pairs of 2 and work on this pitch"

Ask yourself, Did you hire them like this? Sales professionals work on cultivated behaviors attitudes and techniques. Sales people wing it. During your candidate screening did they have the fundamentals? A resume can only say so much, references, meh. Disengagement from sales training is a harsh self critique that perhaps your hired Mr. Bean instead of James Bond. Do their results show they don’t need fine tuning? Breaking quota month to month, YoY? I didn’t think so…this is usually a company problem vs an individual’s problem, as they were hired without any real definitive testing to show they have the fundamentals of what the job takes.

When you're training a team, it's important to be aware of the different skillsets of each individual. If I close out a session and one person was not as engaged as usual, I start with self-reflection. 1. Was the training focused on only some team members' skillsets, rather than having objectives aimed at the entire group? 2. Were the objectives clear and tied to the activities and outcomes? 3. Could I have included the unengaged employee as a SME or other partner in the training? (Basically, did they already have the skills we were training and felt left out because I didn't use their abilities?) 1-2: Regroup with team in a Slack chat or meeting, as appropriate. 3: Reach out 1:1 & plan for the next session. Hope this helps you!

I've seen so many examples of disengaged team members during training especially sales training sessions and in average it's usually the middle-aged category. One thing I've always stressed at the beginning of sales training engagements is to individually get them to assess and understand their WHYs. Share several scenarios of individuals who took similar steps to achieve massive success in sales and how that transformed their lives. Follow up in the session by clearly establishing the pains and struggles they might go through if they didn't see the NEED to change and that opportunity is right in front of them in that session. Then I can then move to the WHAT - what needs to change and the HOW - how they can effect such needed change.

Assess their needs based on their skill sets, personalities, strengths, areas of opportunities, and personal goals. Taking a holistic approach to coaching and seeing the whole picture shows which approach will make the most impact and be the most meaningful.

When creating a training course, I think of ways to engage all the learners based on their experience, learning styles, and strengths. Three things I always include in a new course are: 💻1. Research from multiple sources, including links and visuals. 2. Breakout Rooms: as little as 5 minutes, or as much as 20. Giving learners a time to chat with a peer immediately after getting new information helps keep them engaged. 🤝🏻 🔄3. Role Play or Round Robin activity: Include more advanced team members to help you with example scenarios. These 'must-haves' help me stay in check and focused. They also allow me to keep consistency throughout various courses and learners know what to expect.

Adapt the training material to match their interests and strengths to make it more relevant and engaging. 1. Incorporate Real Scenarios: Use examples that resonate with their day-to-day experiences to make it relevant. 2. Solicit Input: Invite them to help create the training content to give them a sense of ownership and buy-in.

Pay attention to when they seem most disengaged. This can give you clues about what’s not resonating with them. Then Relate the training to their role. Ensure they understand the objectives and how it will benefit them personally & professionally. Engage with questions followed by group activities. Short breaks to reset the focus. One-on-one check-in after the session and monitoring of progress.

When you interact with audience they feel connected which automatically brings their attention back and also when someone from the audiences shares his/her thoughts others feels them at his place and as theh are silently asking the same thing. Interaction also helps you to analyse the technique or methodology you have to apply to make your audience feel more engaged and attentive.

In addition to Slido quizzes, Kahoot! challenges, and generic "emoji polls" during training, I really like to incorporate breakout rooms that include a specific assignment. When creating training, work out if one of your learning objectives or outcomes could be executed during a BOR. If so, assign BOR with specific goals (maybe a quick presentation to complete, research, role play script, talk track, etc.) and assign a leader for each team purposefully to keep those sometimes-unengaged employees at the center of the action.

Make your trainings more engaging for the team. No one likes just being talked at! Get people moving, talking with each other. Also realize that not everyone learns the same! What engages some people and helps them grasp onto the training may not be the same for others. It’s the leaders job to get everyone as engaged as possible!

Offering meaningful feedback can reignite engagement: - Make it specific and actionable to guide improvement. - Recognize strengths while addressing areas for growth. - Ensure it’s supportive, creating a positive environment for change.

Feedback should always be balanced (successes and next times) and focused on behaviors. Sometimes, you are inclined to provide feedback based on attitude. Prior to meeting with the unengaged team member, write down your feedback. Verify that all components are BEHAVIOR based and not ATTITUDE based. Be specific and provide the insight within 24 hours.

Establish specific, achievable objectives that give them a sense of purpose and direction. To increase engagement, try connecting the training goals to their personal and professional goals. Consistently review and celebrate milestones or markers of success to keep them motivated and engaged.

Setting clear goals helps drive motivation & focus: - Collaborate to define short-term objectives leading to long-term success. - Make goals measurable and time-bound for easy progress tracking. - Celebrate milestones to keep engagement high and momentum strong.

Encouraging ownership in learning fosters engagement & accountability: - Let team members suggest training topics or lead sessions on their expertise. - Empower them to take charge of their development, boosting confidence. - Promote a proactive approach that leads to more impactful and enjoyable training.

During your daily sales training sessions give everyone a turn to deliver the, Lesson of the Day. This will not only bring everyone into training dynamic, they will know it will be their turn shortly, and will need to be prepared.

If a team member is more experienced or knowledgeable than others in the group, he/she may want to be a SME and help you with training. Ask for a 1:1 to discuss development opportunities and if they would like to be involved with training. You may be surprised! Sometimes the most experienced person wants to lead a session, and other times they just want to be asked what topics would be helpful. In either case, give them ownership of part of the solution for the team...and recognize when it's successful!