Securing small business success requires positive and sustainable attitudes plus knowledge. However the focus of many sales training coaching programs, executive or business coaching is all about knowledge and skills and far less about attitudes and habits. This may unintentionally contribute to small business failure.
Both attitudes and knowledge are necessary to increase sales, improve productivity to decreasing costs. Many times I hear small business owners asking these questions:
??Why is my small business not as successful as I wish it could be??
?Why are my employees (provided one has employees) are not delivering the results that I require to have small business success??
If performance failure is an issue and honestly it is an issue for every small business to large one, then maybe you, as the small business owner, sales manager or C Suite leader are not asking the right questions to implement sustainable change.
When looking at performance failure, the often unasked question is the performance failure a result of not knowing something or not wanting to do something??
From my 25 plus years of professional experience and over 40 years of personal experiences, I can honestly attest is that the belief or attitude to do something or not do something always exceeds the knowing or not knowing.
The question behind the question so to speak is:
?Not do they or I know it (whatever it is), but rather ?Do they or I want to do it??
If the key to performance improvement must include the beliefs and attitudes, then how are you building those beliefs for yourself, your employees as well as your shareholders? This question now forces you to consider non-traditional solutions focusing first on the ?Why? and then on the ?How.? Sales Training Coaching Tip:? When reviewing your sales training, determine how much time is invested in securing new sales skills versus developing positive intrapersonal habits.? The time should be at least 50 50 if you want sustainable results (ROI) from all those sales training coaching efforts.
Implementing the buy-in is not easy and is one of the greatest challenges.? However, there is help by understanding and integrating Krathwohl?s taxonomy for the Affective Learning Domain.
First, individuals need to listen before they can respond. Then individuals require an opportunity to value or explain their views. From this experience, individuals can begin to organize and prioritize the information.? After this processing of information, internalization of values happens when new information is now matched up to old beliefs to either strengthen existing beliefs or to build new beliefs. From this attitudes and knowledge become internalized within each individual.
Changing beliefs and attitudes is fairly simple once they have been identified, but not necessarily easy. Yet, through conscious effort, small business owners to C Suite executives and even harried human resource professionals can secure incredible results provided they are willing to take the risks.
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