Post – Training/Coaching Session
At the conclusion of the candidates sales training and coaching session, a personal and confidential de-briefing discussion will be held between the assessor and the candidate concerning all matters relating to the content of that session.
Each candidate will be advised at the de-briefing discussion, of the competencies and non-competencies exhibited during the session. Verbal, written and graphic feedback will be used and the candidate is advised as to the criteria in which improvement is necessary during any following session.
Written evidence of the opinions and grades awarded by the assessor will be recorded in the candidate’s log-book with any misunderstanding clarified, and the de-briefing procedures will be witnessed and affirmed by both the candidate and the assessor.
The assessor and candidate will then walk through a development plan.
The Assessment Process
What: Two Practical Sessions (Advisory Sessions)
When: Day One
Why: Identify strengths and weakness
What: Agree Action Plan for Practical Sales Training and Coaching Development
When: Day One
Why: For improvement of the candidate’s weaknesses and enhancement of strengths
What: Interim Course Tasks – Sales Training and Coaching Experience
When: Between initial assessment and final assessment
Why: Enhance appropriate sales training and coaching experience and development. To understand theoretical aspects related to a sales training role
What: Two Practical Sessions (Final Assessment)
When: End of development program
Why: To assess standards of competence prior to possible certification