Training is important; there is no doubt about that. Without proper training or orientation, a company employee may not be able to perform his duties well. Indeed, it may be possible that he causes more harm than good in a company’s marketing and appointment setting campaign. That is why a lot of time, money, and effort is invested by business owners and managers in the training of their personnel. This can be a very powerful factor in generating a lot of qualified B2B leads. But still, there is no assurance that sufficient training will produce good results. We also need to understand the learning styles of your employees. Know what works with them best will produce the best results. So, what are the different learning styles that different appointment setters assume?
Let us start with the ‘participating’ style of learning. This is someone who prefers to have a more active role in class, absorbing the lessons being taught by actually being there. They can be thoroughly specialized in a specific task, or be capable of handling the needs of different business functions. The main downside of this kind of learners is that when they miss the class, their learning rhythm gets all mixed-up and disturbed. They get a really hard time trying to catch up later when they attend the next class. Keep this problem in mind in case you identify some of your telemarketing trainees to be like that.
Another learning style to remember would be the ‘translating’ method. Here, your trainees attend your class, learn your lessons, and perform it when the situation demands it. These are usually efficient learners who can grasp your concept quickly and apply it in situations that you deem necessary. The only catch here is that these learners do not remember your lesson verbatim. They interpret it and ‘transform’ it into a form that they understand. If you are into variety in your appointment setting processes, then these kind of people are for you. If not, well, it would be wise to look for other options.
The last style deals with concept of ‘connecting’. They learn based on their understanding of previous lessons. Here, stock knowledge plays an important role in the learning process. This can make the job easier for the lecturer, since all they need to do is to fill in the blanks that are in the head of the learner. The downside of this is also obvious enough – stock knowledge. If they do not have a clear idea on what the lesson is all about, then your teaching process will have to be more informative (and intense) in order for the lesson to be learned.
So, do you now have a better grasp of how your trainees learn their lessons? If you can match them to the right learning style, their ability to generate sales leads more efficiently gets heightened. This will be a very good set-up for your business. All you have to do now is to identify who should be using what learning method.