The 5 Fundamentals of Great Sales Training Videos

An alarming 66% of sales teams describe their training as irrelevant. Knowing 75% of employees are more likely to watch a video than read text, how do you create sales training videos that wow and make a positive impact on the bottom line? Here at Unboxed, we’ve been creating training videos that learners actually want to watch, and we’ve seen encouraging results, like a 15-60% increase in year over year sales.

When creating a custom sales program, you should use video strategically to show and reinforce the behaviors you’re teaching. Here are the five fundamentals of great sales training videos to guide your content creation.

 

1. Custom Sales Training Video Content

The first place to start is making sure your content is specific to your organization. There are plenty of generic sales training videos out there, but you can’t count on them to give you the positive results you’re looking for. Why? Because your team is less likely to take it seriously and the real impact comes from videos that match your organization’s specific culture, sales process, products, and challenges.

Your team is unique, and their training should be too. Show that you are investing in their success with custom content.

 

2. Real World Scenarios

Along the same lines, your sales training videos should address realistic scenarios that your teams encounter every day. To make sure our training content is as authentic as possible, we interview sales team members in the field and other subject matter experts to gut check scenarios that we’d like to include.

In addition to real scenarios, your script has to sound that way too. To accomplish this, use conversational language and contractions (hasn’t, won’t, couldn’t, isn’t, etc.). Try your best to listen to actual sales conversations either by observing on a ride along or listening in on a sales call. When you’re done with your first draft, send the script to a few rock star sales team members to get their feedback. When your scenarios and scripting are as true-to-life as possible, you’ll gain your learner’s credibility and they’ll want to learn from you.

 Great Sales Training Videos_2 

3. Professional Quality

If the acting is bad in a movie or show, you’re less likely to watch it, right? The same goes for sales training videos. If you want your learners to take the content seriously, and engage with it, the quality should be professional. This means everything from the filming, to the lighting, sound, and talent should be as polished as can be.

As Hollywood enhances their quality, the modern learner’s expectations rise too. If you sacrifice on quality, you run the risk of losing your audience’s attention and your credibility.

You may be thinking, “professional talent sounds expensive.” While a lot of organizations try to cut corners and use internal team members instead of professional talent, we advise against this. Ultimately, you won’t save as much as you think, and you’ve now gambled with the main focal point of your sales training video. Remember to try and eliminate as many distractions for your learners as possible.

 

4. Use a Creative Concept

Your training videos shouldn’t be a narrator or person in leadership talking to the camera the whole time. It’s best to use a creative concept where you can set clear expectations and show what those behaviors look like in a fun, engaging way. After all, it’s much more powerful to show than just tell.

Think outside the box when it comes to your creative concept. Can you find inspiration from a popular show? Would it work to show a compare and contrast of a team member who portrays good behaviors vs. a team member who uses great behaviors? As you’re brainstorming, consider themes that will fit with your culture and entertain and motivate your learners.

 

5. Show Positive & Negative Outcomes

Sales training videos provide learners with a safe space to learn. That’s why we use video simulations whenever possible. A simulation let’s a learner see a scenario play out, respond how they would handle it, and see what happens as a result. If they get the answer wrong, they’ll see the outcome (maybe it’s awkward silence or confusion from their customer), either way, they get to see the result of not using the best-in-class behavior. We know learners are going to make mistakes, and that’s okay. We’d just rather have them happen during training instead of real customer conversations.

To learn more about creating amazing training videos, check out our free guide, Employee Training Video Production – Humanized, and learn what to expect during pre-production, production, and post-production.

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5 Impactful L&D Trends to Watch in 2019

As 2018 draws to a close, many L&D leaders are beginning to explore the top learning and development trends of 2019. As you weigh needs and resources, we wanted to give you some early insights to support your planning. The topics in our list of 2019 L&D trends are based on our experience working with a diverse group of clients and our steady research.

Learning and development is transforming at a quicker clip in recent years as a crop of new technologies like virtual and augmented reality, automation, and artificial intelligence disrupt our expectations for engaging, action-oriented learning.

Below are the five top trends in training and development we believe you need to watch and discuss with your teams as you plan for 2019.

 

Trend #1: Making Learning More Accessible

As our roles become more complex and the way we work more dynamic, L&D needs to provide access to training “anytime, anywhere, on any device.” Waiting in line? Pull up a simulation on your phone and review. In a lull between meetings? Jump on your computer and work through an interactive learning guide.

Creating this level of accessibility has its challenges, but it’s worth it. That’s why it tops our list of L&D trends to watch in 2019.

A recent Gartner study found, “The effortless learning experience has the greatest impact on learning application and digital learners value it the most.” Learners cited “Ease of career application, ease of access, and ease of consumability” as the three most important factors with training.

 

2019 L&D trends - making learning accessible

 

Micro-learning and accessible learning go hand in hand. The process of repackaging training for agility also sets you up for quicker, more efficient development of training. When a role responsibility changes, your trainers won’t have to update an entire course or video if the material is broken into smaller pieces. They’ll find the segment that needs to be updated instead of recreating the entire piece. Your L&D teams will be quicker to tweak courses with more granular access to the content. If learners are struggling with a concept, they might reorder the course or repackage that segment to increase effectiveness.

Making training into smaller bites isn’t enough to meet your learnings in any situation. If your courses are available on a phone, but are impossible to work through on that device, the learner will walk away. Designing training that considers the advantages and challenges of each device is key to making learning easier to digest.

There’s an added benefit to structuring your training this way. Your material becomes a rich resource for your managers to extend formal training and reteach concepts when team members are struggling. Organizing these resources in a system that tracks usage will help your L&D team prioritize training development, and this data is an important point of reference when discussing ROI for training offerings.

 

Trend #2: Exploring Immersive Technology

Much of the current excitement around augmented reality and virtual reality is centered around gaming, but these technologies will have a larger, lasting impact on the L&D. A 2018 Capterra survey on top tech trends found as many as 46% of U.S. small and medium-sized businesses are looking into leveraging VR in the next two years.

Virtual and augmented reality are becoming more accessible each year. These emerging technologies have the greatest potential to help manage change in an organization. AR/VR replaces traditional courses and assessments with a single solution where the mastery required is taught and practiced in a simulated environment.

Imagine sales training where a new hire learns your company’s sales process (knowledge acquisition) then immediately enters a scenario to practice and refine learning through a pair of glasses or VR goggles (skill building). Each stage of your process would have this balance of learning then showing what you’ve learned. i.e. This is how you pitch to the decision-maker.  You try it. This is how you get the SOW through legal. Now you do it.

Virtual simulations like these provide rich, emotionally connected experiences that feel real. No one loses a real client in virtual reality, but a well-designed virtual scenario will evoke the same emotions associated with a loss in the learner. In other words, it will feel real.

The process can be slowed or broken down so each step of a call can be evaluated and practiced. Variations on the core simulations help learners extend their learning into new products and markets.

2019 is the year to start giving these new technologies some of your time and resources. You might not be ready to jump in with both feet, but investing in a VR system and testing out some of the early L&D resources would be a measured first step. If this is too much of an investment now, read up on the companies that are early adopters. Learn from their experiences now so you are ready when the price allows your company to jump in.

 

Trend #3: Designing Training for Sustainment and Retention

Whether custom-designed or off-the-shelf, the impact of your training will be minimal if your organization doesn’t have a plan for application and reflection in the field after the training is complete. All instruction, especially skills-based training, requires validation and reinforcement.

Effective training is not a “one and done” event. Smart companies recognize the real change happens when the team walks into the field with their new learning in hand and starts putting it into practice. These companies design training with the longer view of change in mind.

The goal of refresher training is to sustain learning, increase knowledge retention, and fight the forgetting curve. People forget 50% of what the learn in 1 hour. 70% within 24 hours. And 90% within a week.

Learners need more than simple reminders. Reminders are not reinforcement. Reinforcement should be positioned as a part of your learner’s overall experience. Managers, too, should be equipped to coach their teams to success. Review your training and provide your leaders with the tools they need to support their teams as they put training into practice.

 

Trend #4: Embracing Artificial Intelligence

Artificial intelligence and machine learning stand to make two significant impacts on how we learn in the coming year – personalization and measuring effectiveness.

This rapidly growing technology will continue to change how we consume training. IBM recently noted by applying AI to a workplace, “employees can receive more personalized recommendations to facilitate evergreen, curated learning paths and anticipatory career management.” Applying AI to an LMS will create a learning environment highly tailored to the individual employee.

We see the consumer application of this all the time. Netflix, Amazon, and Facebook are using AI/machine learning to deliver personalized recommendations each time you visit. This same smart curation applied to your learning environment will create more engaging, timely experiences for your employees.

AI’s more significant impact will be around measuring effectiveness. It’s a vexing issue for any company. You create a well-designed, sound learning experience for a team, the trainers deliver as well as you expected, and you’re left feeling good about the L&D team’s performance.

Oh, you’re also left with the little voice asking, “But how effective was it?”

AI already has the tools to answer that question. For example, face-recognition technology we see in our phones could be leveraged in training, role-playing, simulations, and in the field to assess how each learner is applying new learning. Based on that assessment, the learner could be directed back into the LMS where custom follow-up training is waiting for them.

We know. It sounds like science fiction. But it’s here. You stand to lose real money and market share if your training isn’t agile.  AI is a cost-effective way to manage that flexibility. It will give your L&D teams more time improve the quality of training. Make it a tentpole of your 2019 strategy.

 

Trend #5: Accepting Automation

“The Bots are coming!  The Bots are coming!” – Paul Revere on Facebook Messenger

Much of the focus of bots in the news has been on how a coming “Bot-pocolypse” will result in major job losses. This alarmist perspective mischaracterizes how bots are impacting work. They’re being used most often in places where we look for answers and to augment services, but they are not coming for our jobs.

The rise of customer support chatbots and chatbot integrations in communication apps creates two unique L&D opportunities.

  1. The bots themselves become vehicles to quickly place training in front of employees.  Remember, “anytime, anywhere, any device?”
  2. Using a chatbot system to distribute your training literally puts the learning at their fingertips—or thumbs.

As these bots help employees and customers and take over repetitive, process-oriented tasks that provide little meaning to us humans, they will make our work more engaging. The Training Journal points out, “Increasingly, businesses will look to automation to handle technical and process-driven tasks, and they’ll look to their people to spend more time on value-add tasks, which require creative and objective thought.”

Companies embracing automation need to work closely with L&D to teach employees how to work alongside these new tools. As work becomes more creative and objective, the role of L&D will shift along with our teams in response to automation. L&D must ensure workplace training is designed and delivered for more complex work. What an amazing opportunity for Instructional Designers and Trainers.

Your 2019 plan needs to include transitioning process-oriented training into chatbot systems while designing training for those “value-add tasks.”

 

2019 L&D Trends Recap

Technology is delivering more personal experiences every year. The new trends in training and development all bend towards that individual learner experience. Let’s recap.

  1. Make training easily accessible. Make sure your training is at the fingertips of your employees whenever they want it.
  2. Explore immersive technologies. Augmented and virtual reality create “real and safe” ways to help teach valuable, human-driven skills.
  3. Design for sustainment. As you plan your training strategy, include time for reinforcement, reflection, and application in the field to make your training stick.
  4. Embrace artificial intelligence and machine learning. You’re going to need help managing this truly employee-focused learning experience.
  5. Accept automation. If process-oriented tasks are going to machines, focus your training on the complex stuff only humans can do.

It can feel exciting and a bit overwhelming all at the same time.

Need help navigating these new L&D trends? Let us help. Schedule a free training consultation with one of our experts to learn how.

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Leadership Training Topics: The Essential Checklist

Whether we’ve been one of the parties in an awkward supervisor/supervisee relationship, or we’ve watched poor leadership practices impact our organization, we all know managing people requires a specific skill set. Just because we give an individual contributor a new title doesn’t mean they have the skills they need to lead teams effectively—much less enjoy it.

A CareerBuilder survey reports more than 26% of managers said they weren’t ready to become a leader when they started managing others, and 58% said they didn’t receive any management training at all. According to the ATD whitepaper Experiential Learning for Leaders, only 28% of business executives say they’re effective at developing leaders.

Wow.

Leadership training is critically important. In this post, we hope to help you get started on the program your managers need. We’ll make it easy to identify the leadership training topics you need to consider, and we’ll explore different ways you can implement your program.

 

Leadership Training Topics

Even though the manager onboarding statistics are concerning, the good news is this—leadership training is a wonderful place to build a strong, sustainable culture of learning.

We’ve compiled a checklist of leadership training topics to help you answer this question: Where do my managers need to build their skills?

Leadership Learning Experiences

Okay, keep that strategy hat on and answer this next question: What type of training experience would be ideal for your managers?

Ultimately, you want to identify the must-haves that will unleash the most benefits for your company and culture. Here are some considerations to help you brainstorm. In order to meet business, manager, and team needs, many programs choose to blend two or three of these approaches.

 

IN-PERSON FACILITATED

PROS
CONS
More opportunities to bond, build a support network, and share best practices If facilitated as a full-day or multi-day event, follow-up activities should be developed and implemented to encourage application and defeat the “forgetting curve”
High learner accountability If facilitated as a full-day or multi-day event, may involve extra costs such as hotel, travel, and food
Limited distractions Managers are not as accessible to their team members
Can be developed in bite-sized formats and facilitated in-house to provide continuous learning

 

 VIRTUAL INSTRUCTOR-LED

 PROS
CONS
No travel required Fewer opportunities to bond, build a support network, and share best practices
Can be developed in bite-sized formats and facilitated in-house to provide continuous learning Difficult to measure engagement beyond course participation

Managers are susceptible to more distractions during the training

Technology challenges with video, Internet connectivity, and sound can negatively impact the learning experience

 

SELF-PACED ON DEMAND/JUST-IN-TIME

PROS
CONS
No travel required Fewer opportunities to bond, build a support network, and share best practices
Simple course completion tracking Difficult to measure engagement beyond course completion
Typically organized in bite-sized courses, so managers can balance training with supporting their teams Managers are susceptible to more distractions during the training
Consistent information and experience
Easy to administer

 

Leadership Training Timing

Based on our experience, the best time to enroll managers in training is right when they’ve been promoted, or “just in time.” Relevant leadership training is the antidote to sink-or-swim, a practice that hurts confidence, morale, and your company’s net promoter score.

Waiting for managers to ask for help is risky. You’ll lose productivity, and some of your managers with the potential to be great leaders might realize another company offers more support and professional development.

When it comes to leadership training, strike while the iron is hot, when managers are eager to learn. Proactively equip them with the skills they need to confidently excel in their new role.

 

Next Steps

Hopefully, you’re starting to get a vision for the type of leadership training topics your managers need, and the type of learning experiences that will support your goals. Keep in mind learning experiences can be combined in order to create a blended approach, and you can always hire a partner to help you develop your strategy.

Managers want to feel equipped for their roles so they can make a positive impact on your company and the lives of their direct reports. When you build their skills and confidence, you create a more sustainable organization and a better place to work.

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