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’re 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.
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. Rembmer 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.
So, you’re considering video for your next training project? Excellent choice! For years, employee training videos have been gaining popularity, and for good reason. As a modality, videos are engaging, memorable, and easily digestible. In the span of a few minutes, learners can visualize new or abstract information in a concrete and meaningful way. Video drives content retention, makes learning a bit more fun, and is readily accessible later as refresher training.
With more and more video being consumed every day, people are becoming increasingly comfortable with it as a medium. Every day they watch videos to get the news, weather, recipes, entertainment, and more. It’s a natural next step to use video as an e-learning modality. Why not use what’s great about video to make learning more engaging?
Video Is Here to Stay
By 2025, it’s anticipated that 75% of the workforce will be Millennials – some of the heaviest consumers of video as a medium. All those cooking and cat videos on the web? They’re the folks who love it most. In fact, Cisco projects that 82% of all internet traffic will be video by 2021. So what does that mean for you? Video is here to stay. Embrace it!
Picking the best style for your employee training videos can seem a little daunting. How do you decide between a screencast, an animation, or a live-action video? You have a lot of choices, and that’s great! Part of the beauty of video is how much you can do with it.
And while we know it can seem a little overwhelming with all the options out there, it doesn’t have to be. Based on our experience, we recommend the following three types of employee training videos: screencasts, animations, and live action. But how do you know which of those three options to use?
When deciding which style is right for your content, we’ve found it’s best to start by thinking about what it is you want to teach. Are you transferring knowledge, teaching a skill, or modeling a behavior? While any type of video can teach knowledge, some video styles work best for demonstrating skills and behaviors. Let’s break it down.
Which Video Style is right for you?
What is it? A screencast shows a learner how to effectively use a tool or system. Think of it as a digital demonstration, walking learners through a tool or system with step-by-step navigation, narration, interactive elements, and more.
What’s it for? Screencasts are great for teaching both knowledge and skills. Consider a screencast for e-learnings like systems training, app tutorials, or other UI/UX or navigational instruction. It answers questions like: How do I access the reporting tool? What information can I find there?
What’s it look like? Screencast can range from low to medium fidelity. Low-fidelity screencasts primarily highlight tool functionality and navigation and include text-on-screen. The high-fidelity option can incorporate professional voiceover, interactivity, and custom animations to liven things up and further demonstrate concepts or best practices.
What is it? Animations are dynamic, custom-built, and loads of fun. An animator creates art from scratch and uses your brand identity to bring everyday training topics to life. It can include everything from custom graphics, icons, and characters to dynamic text-on-screen, 3D renders, lip-syncing, and more.
What’s it for? Animations have a wide range of uses. They’re great for teaching basic skills and knowledge. With animations, you’ll want to avoid covering anything too detailed that may require a lot of assets and visuals. Some of the best animations cover one quick topic and are used in conjunction with other training. It’s best to keep it simple, clean, and captivating.
What’s it look like? Of the various types of employee training videos available, animations have the broadest range of fidelity options.
A low-fidelity animation primarily uses text-on-screen, music, and a few simple visuals (like icons—think infographic style). Medium-fidelity can include kinetic text, professional voiceover, and more detailed visuals like character silhouettes. High-fidelity animation incorporates everything from lip-syncing the characters to the voiceover, 3D visuals, multiple voiceover tracks, and more.
What is it? Depending on the content, live action video footage may be scripted or unscripted, and can be shot locally or on location. You’ll see a cast on set delivering their lines, interacting with props and each other, and a production crew working with lighting and sound.
What’s it for? Live action video is a powerful tool for teaching skills and behaviors. It helps humanize behaviors and depict skills in action. Need to model how to interact with a customer? Want to showcase a best-in-class sales presentation? Live action employee training videos are a great option.
What’s it look like? Live action videos tend to be medium to high fidelity and can incorporate everything from testimonials and scenarios, to simulations and more. Even low-fidelity options like video shot on a phone can be engaging, but it’s important to remember that, regardless of fidelity, it still has to be high-quality content in order to be a successful training tool.
When you think of the word hype, you think of an excited tone and an upbeat, engaging style. Basically hype videos are a bit like mini movie trailers; they act as teasers of great things to come by getting learners excited about new ideas, initiatives, or products that are coming soon.
Testimonial videos are ideal for sharing messaging from your leadership team with your audience. Have a new corporate responsibility initiative you want to get your employees excited about? Have key members of your organization like the CEO share their point of view on why the new program is exciting and how it’ll impact the company and its employees. Testimonials can also include quotes from managers, customers, and other company figures.
Use a scenario-based video when you want to depict a good behavior for your employees. Seeing a behavior acted out on screen serves as a powerful model and helps learners visualize what the behavior would look like in a real-life situation. Want to show them how to deal with a unsatisfied customer? Use a scenario video to showcase the right way of interacting with the consumer to resolve their issue.
A simulation takes scenario-based training to the next level by putting the learner in control of the outcome. In this type of video, learners see a situation unfold and practice how they’d react given the scenario. This option is ideal for allowing a learner to practice a behavior in a controlled way. It allows them to select what they’d do next and see how that choice would play out.
So, How do You Choose?
In the end, it all boils down to what you want to teach and the best way to visually present that information. When it comes to employee training videos, there are a lot of options, but that just means you have even more opportunities to make something extra “sticky” and truly unique.
We know what you’re thinking…unique sounds expensive. If your budget dictates your project plan, don’t worry! We can work with you. There are lots of options in terms of style and fidelity, so we can tailor what you need to fit your budget and goals. It is a lot to juggle, but you’re not alone. Having the right partner to walk you through the options and help you decide what’s right for you can make the process a lot more seamless and a lot less intimidating.
If you need to liven up your training or just want to help learners visualize a difficult concept, video may be the perfect way to go. It’s a highly effective and extremely fun training tool. With so many style choices and with different fidelity options, the sky really is the limit.
We know that’s a lot to take in. If you have any questions, we’re here for you. Give us a call or send us an email.
So, you’ve decided off-the-shelf training no longer meets your company’s needs. Maybe you need to teach your employees about a complex system or product, or maybe you have specific customer service behaviors you need to demonstrate. Or, maybe it’s time for your training to match your company culture. In each of these examples, custom training solutions are definitely the right move. So, how much does custom training cost?
Well, it depends!
Something that’s custom-built for you rarely comes with a standard price tag. It all depends on what you want and need.
It’s a bit like remodeling a kitchen.
Let’s say you want new floors, appliances, cabinets, and countertops. When you ask the contractor for an estimate, two things probably happen next:
The contractor doesn’t give you an exact figure right away.
Instead, he or she asks you a few more questions.
While this might slow you down in the short-term, it’s a sign the contractor cares about your vision. After all, there are countless options for customization. Do you want tile floors? Linoleum? Do you need top-of-the-line appliances? What type of wood do you want for the cabinets? Are you interested in granite counter tops?
When you talk with a custom training partner, it’s no different, and if you can bring some key specs to the table, the process doesn’t have to be overwhelming. Use the framework outlined below to break down your vision and get an accurate custom training estimate.
To get a better idea of how much your custom training project may cost, start thinking about the specifics. A custom training partner will ask you questions like this:
How many topics do you need to cover? Will you focus on just a few topics, or do you need to create an entirely new program?
Are you teaching knowledge, skills, or behaviors? If you’re teaching knowledge, a self-paced format could be the right approach. If you want learners to build new skills, they need a way to practice and get feedback. If you’re changing behaviors, your strategy will need a leadership component.
How complex is the subject matter? Some custom training projects require more up-front analysis than others. Do you need a quick, fun hype video to encourage participation, or do you need to train employees on a highly complex product or system?
What’s the right level of fidelity? Not all videos can be shot on an iPhone or a GoPro. Sometimes you need a full production crew, equipment rentals, and professional actors. Think about the ROI you’re after, and invest your dollars in your most high-impact content. The right training partner can produce a polished, exciting video that has that wow factor.
How evergreen will the training be? Is this project “one and done,” or will it require ongoing maintenance? And, who do you want to be responsible for the maintenance–your internal training team or your training partner?
What interactivity will you include? Should your content be highly interactive and immersive–with simulations, games, or even virtual reality? The more interactive the content, the more you’ll want to budget.
Consider Different Modalities
A major driver of cost is the modality–or training format–you’re interested in. In most cases, the subject matter will determine the best modality.
Make sure your training partner has a reputation for making helpful, strategic recommendations about your options. Here are some thought-starters you can use to identify benefits and costs of different modalities:
What type of seat time do you envision? A few hours? Two days? Three weeks?
Will the training be facilitated in-person or virtually?
Will you need any videos to support your facilitated content?
Do you need any quiz or assessment content to confirm learning?
Will pre-work and/or refresher training be part of your strategy?
Are you interested in using any live action video content or animation in your eLearning modules?
Does your LMS support the type of eLearning experience you want?
Are you planning any systems training that requires a screencast?
Do you prefer a simple animation style, or something higher-fidelity like 3D?
Live action video
Do you have a general sense of the video length you’re interested in?
Would you rather use professional actors or your own employees?
Do you need to shoot the video in a specific location?
Custom training is personalized, engaging, and it gets results. In the end, the up-front time you spend to find the right custom training partner and articulate your vision will pay off.
It’s just like any great home improvement project. You have countless options, but the right contractor can turn your dream into a reality–and help you budget along the way.
So, how much does custom training cost? It depends! Use our framework to identify some specifics, then work with your training partner to choose the best modality and put together an estimate.
Your organization has a sales training program, and it’s working, right? Your sales reps are learning to position your products and services and close enough deals to at least keep the lights on for another month.
And maybe, you schedule training two or three times per year, probably in conjunction with a regional sales meeting when everyone is together to compare notes.
While your sales training program might not be brand new, you’re patching holes with updated content to keep it as fresh as you can.
So it’s good, right? Or at least adequate?
Well, maybe. If your organization has a good sales training program and you’re stuck in chronic mediocrity, imagine the results of a great sales training program that empowers your sales team to knock it out of the park with every customer interaction.
How can you tell whether your sales training program is good or great? Let’s take a quiz.
1. What is your sales methodology?
At the heart of every good sales training program is a good sales methodology. And there are plenty to choose from: Challenger, SPIN, SNAP, Customer Centric, Sandler Selling, and Conceptual … the list goes on.
It’s good to have a sales methodology because it helps your organization identify certain key needs. It probably provides insight into how your organization qualifies buyers, positions products, and helps reps overcome objections.
But, while it’s good to adopt a sales methodology, they all have one thing in common: lots of other organizations ―including your direct competitors―are using the exact same methodology.
To differentiate your organization in a crowded marketplace, you have to customize, personalize, and make your sales methodology your own so you can woo customers with a uniquely compelling customer experience – resulting in more deals closed.
A great sales training program is built off a sales methodology that’s contextual and customized for your specific products and services. One that enables reps to ideally position the solutions you offer, helps develop the knowledge, skills, and behaviors that empower your reps to shine more brightly than competitors, and matches your culture.
We’re often asked, “Hey Unboxed, what’s your sales methodology?”
Well, we have frameworks to create custom sales methodologies for our clients, but whether we create one or start with your existing one, the answer is simple: our methodology is to take your methodology and contextualize it to transform your training from hu-hum to BAM!
2. What does your sales training program teach your reps?
Reps require knowledge and skills to sell successfully. They need specific, detailed information to explain how your products solve a customer’s issues and add value. Reps must also know how to qualify customers, build relationships, upsell, gain referrals and repeat sales. If your training achieves all of that, then you have a good program.
In addition to teaching knowledge and skills, a great sales training program also focuses on developing consistent behaviors that reps must master to position your products and services at the top of the market, making them irresistible to customers.
So, how do you take a knowledge- and skills-based training program to the next level?
At Unboxed, we start by partnering with our clients to identify the behaviors that drive success, then build training around those behaviors. PowerPoints won’t do here. Reps need to experience what these behaviors look like in action. We use simulations, choose-your-own adventure, and adaptive learning models so reps make a choice and then get to see the impact of their decisions, even if they’re incorrect.
By changing behaviors, you change overall results. Great sales training materials improve selling behaviors for your entire bench, driving increased sales and higher customer satisfaction.
3. What does your sales training program offer sales leaders?
Great sales managers aren’t born―they’re trained. They’re the pillars reps look to for guidance on closing critical deals. And, contrary to popular belief, when a top rep is promoted to sales manager, savvy management skills don’t magically materialize.
A coaching model supports the knowledge, skills, and behaviors your sales management and leadership team require to guide reps to the next level. They’ll learn to build their bench, set goals, develop strategy, understand drivers and drainers, evaluate ROI―and coach their team in developing these skills. Teaching managers how to foster increased sales productivity and efficiency improves the overall vitality of your sales organization.
4. How do you deliver your sales training program?
Modality of learning is key to making knowledge stick. In years past, that meant in-person training and stacks of binders. Today’s reps are more visually oriented, so videos and interactive technologies are a smarter way to engage them to maximize retention.
If you currently mix up the delivery of your training using PowerPoints, self-paced workbooks, and the occasional video, you have a good training delivery system.
But why not make it great?
Reps are busy. Lengthy training sessions lower their overall selling time. And don’t forget about the forgetting curve. But by using modern, on-demand modalities, reps can train anywhere, anytime. Delivering training in short, bite-sized chunks also makes it more digestible and easier to retain. (It’s called microlearning, and it’s great for sales training.)
Modern sales reps respond to modern training methods. They increase engagement and knowledge retention. So, while it’s good to have 25-minute videos and training every six months, it’s great to use more modern sales training techniques including eLearning (simulations, interactive learning guides, and high-fidelity training videos), social learning, and gamification that keep reps engaged.
Are you good, great, or in the middle?
If you answered “yes” to most of these questions, your organization likely has a good sales training program.
But what if parts of your program are good while other aspects are already great? In that case does your entire sales program need a complete overhaul, or does it just need a facelift to make it more modern and engaging?
Here’s the thing: transforming from good to great has tangible benefits for your sales team and sales leaders, but the overarching reason to revamp your sales training is to provide your customers with an extraordinary experience.
This begs one last question:
5. Does your sales training elevate the customer experience?
In our modern, crowded sales landscape, companies compete on the playing field of customer experience.
And while it’s good to deliver training that benefits your reps, it’s great if that training also elevates the customer experience.
When customers experience the wow-factor of customized, contextual product positioning from sales reps whose consistent behaviors focus on solving their individual challenges, it tips the balance in your organization’s favor.
By transforming your sales training program from good to great, you increase rep engagement, enhance management and leadership skills, and amp-up your customer experience to previously unimagined heights. Who wouldn’t choose great?
Here’s the complete infographic.
Want to Move from Good to Great?
At Unboxed, we specialize in creating custom sales training programs that help organizations transform from good to great, from mediocre to phenomenal, from off the shelf or “boxed” to, well … Unboxed.
Ready to kick it up a notch? Reach out. We’d love to talk sales training with you.
Every team I’ve ever worked with struggles with time management. While we attend meetings, answer emails, and respond to unexpected challenges, we yearn for professional development—the first to go in times of frenzied task-switching.
My team at Unboxed is no different. We want to produce high-quality results, deliver on-time and on-budget, and acquire new skills—so we have to find smart ways to manage our time and focus rather than multi-task. Here are five time management hacks that will help you and your team members meet deadlines and achieve your professional goals.
Hack #1: Plan your week
Time box: 30 minutes
My weekly planning process, inspired by Getting Things Done by David Allen, begins first-thing Monday when I get to my desk. It goes like this:
Review email using the 4D method: delete, do, delegate, defer. More about this in Hack #2.
Refresh Friday’s to-do list. Add any email items that need to be addressed today.
Prioritize professional development. Schedule time for continued learning. (And if that time is late Friday afternoon, it might not happen. Earlier in the week is often better.)
Update this week’s calendar. Add any personal appointments such as the doctor, dentist, kids’ functions, etc. Create space for focused work. Make sure there are no overlapping meetings, and if that can’t be done, start declining meetings based on priorities.
Email any out-of-office reminders. Communicate schedule changes with affected team members.
I used to plan for the upcoming week on Fridays. However, I found things often came up over the weekend that forced me to re-do the plan. Planning on Fridays also caused me unnecessary stress because I was thinking about next week’s work over the weekend, when I needed to be present for my family. Planning on Monday fixed those issues.
Hack #2: Review email with the 4D method
Time box: 10 minutes
I typically look at email three times a day—in the morning, after lunch, and close of business. The 4D method works like this:
Delete when possible.
Do what’s asked if it takes less than two minutes.
Delegate if someone else should, or could, handle it.
Defer the task to a better time if it takes longer than two minutes.
I disable email notifications so I can stay focused. My team knows if they really need me, they can call, text, or come get me.
Hack #3: Complete a daily debriefing
Time box: 15 minutes
Hack #3, a retrospective of the day, is important because it allows my brain to shut off on the evening. Here is the daily debriefing framework I use:
Log today’s accomplishments.
Identify any impediments, who can resolve them, and specifics that will help resolve them.
List things that need to be done tomorrow.
Look for ways to improve. Ask:
What didn’t go as smoothly as it should have? What can I do better tomorrow?
When we slow down and ask questions like, “Is there anything I can do that will improve mine and my team’s productivity going forward?” there’s a side-benefit: we foster company-wide process improvements.
For example, I was in a meeting last Friday, and I noticed another team member’s scheduling system was pretty time-intensive and cumbersome. I wanted to help, so I made a note of it during my daily debriefing. When I plan my next week (Hack #1), I’ll look for a free block of time we can use to collaborate on a better method—which will result in increased productivity for the company. Time management for the win!
After the daily debriefing, it’s time to turn off the work brain. Everything necessary for tomorrow has been written down, so there’s no need for it to consume any more brain space and energy today.
Hack #4: Unplug
Time box: Daily
It’s extremely important to come into work with a fresh set of eyes and a fresh brain. If you’ve had a chance to step away from your tasks, you’re less likely to get spun out, and you’re more likely to be free and creative.
Need more convincing? Read the article Darwin Was a Slacker and You Should Be Too. After an overview of Charles Darwin’s daily—and surprisingly pleasant—routine, it argues Darwin and his amateur scientist/author/social reformer/lawmaker contemporary John Lubbock weren’t accomplished despite their leisure; they were accomplished because of it. Alex Soojung-Kim Pang explains:
“…despite their differences in personality and the different quality of their achievements, both Darwin and Lubbock managed something that seems increasingly alien today. Their lives were full and memorable, their work was prodigious, and yet their days are also filled with downtime.”
Ernest Hemingway wrote from 6 a.m. to 12 p.m. Egyptian novelist Naguib Mahfouz “worked as a civil servant,” and “mainly wrote fiction in the late afternoon, from 4 p.m. to 7 p.m.” Writer Alice Munro: 8 a.m. to 11 a.m.; and Gabriel García Márquez: five hours a day.
“…planning a vacation in advance led to better follow-through and using more of the time available to take off. Further, planning was responsible for a mood boost. Workers who planned their vacations resulted in increased happiness across nine factors, including professional success, financial situation, and their company.”
We should follow the example of accomplished men and women before us—and be willing to step away from our desks, go for a walk, and plan (and take!) vacations.
Hack #5: Gut-check meeting agendas
Time box: As needed
As a team, we plan most of our meetings (both internally and with our clients) at least two weeks in advance, generally during sprint planning. So, when I receive an ad hoc meeting invite, I immediately evaluate it. I ask:
Does it have an agenda?
Does it have clear goals or desired outcomes?
Is it as short as it could be?
Do I need to be there?
If the answers aren’t clear, I’ll ask the organizer, “Hey—what’s the agenda for this meeting?” Typically when someone sits down to write an agenda, they realize the meeting actually can be shorter, or the tasks can be accomplished in another way.
At Unboxed, we love to find ways to help people be more productive in their jobs. So, if there are any time management hacks that have really helped you achieve your goals, please share ‘em in the comments below!