Training for Performance Improvement

Here's why most reps (and I'll even say most managers) hate role plays. It's because they've been done the wrong way for so long. How most role play sessions go. 1. There is no prep. Rep doesn't know what they are working on. 2. It's not a real account/name/situation they are practicing (I messed this up for YEARS my teams pitched to superbizz for like a decade) 3. It's the full call which not only doesn't full count as practice but even worse... 4. Only 1 repetition. They only get to do it once. 5. Then there is a TON of feedback given, like waaaaaay to much feedback given. Most of it negative or areas to improve. 6. They never actually get to apply that feedback in practice, they are sent out into the game again. 7. BONUS - It's done in front of a large group peers (hot seats anyone) - that is not practice, that's a performance. -- So yeah... No wonder reps and managers dont like practice. What's funny is a very large (not all mind you) but very large % of sales people played a sport or instrument going up. Think about how THOSE practices were run and you can improve your sales practice immenselye. Structured - Set time. Set place. Scenario Based - Pick real scenarios and situtations. SKILL Based - What skill are you working on (the call is not the skill) For UPCOMING games/performances - Pick a a call coming up/an account they are targeting. Chunked - Skills and Drills - Just the disco questions, JUST 2 objections. Short Punchy Feedback - More doing, less talking. - That was good! Do it again, try this! High Energy - This is key! HIGH Repetition - When chunking you can get 4-5 (often times more) repetitions in that same session. THAT is how you practice. That is how you actually can improve skills quickly. Implement that and not only does practice get better... But so do your people!

Robots on the pitch....You better believe it. Will you be able to play with this one? No more standing cones or passive drills. Athletes today are dodging dynamic robots—machines that track, move, and react in real time. These aren’t gimmicks; they’re next-gen training partners. ⚽ In football, systems like SKILLSLAB, Rezzil, and Trailblazer Training Bots are already used by top clubs to simulate high-pressure situations, improve decision-making, and measure milliseconds of reaction time. 🏀 In basketball, robotic arms help perfect shooting arcs, while AI vision tools break down footwork frame by frame. 🎾 In tennis, smart ball machines adjust spin, speed, and placement in unpredictable sequences—training the brain as much as the body. Why it matters: + Athletes improve reaction speed by up to 20% using adaptive robotic drills. + Training bots allow 3x more touches per minute compared to traditional drills. + Machine-learning platforms track thousands of data points per session—customizing feedback instantly. This isn’t just tech—it’s transformation. Robots are helping players train faster, smarter, and with a grin on their face. #Innovation #Tech #Robots

Founders, role playing feels awkward. But so does losing a deal your team could’ve won. Role playing is probably the single most effective exercise you can do as a salesperson. It feels a bit awkward at first, but that disappears quickly as your teammates join in and you start to see the results. Sales role playing is like a baseball player taking batting practice, an actor going through dress rehearsal or a winner practicing their acceptance speech. Role playing gives you the opportunity to make (and eliminate) mistakes before the “live event.” You never want to be in front of, or on the telephone with, a prospect or customer and not be prepared. You can role play any sales situation. Role playing is particularly effective when going through select deals with your peers and/or your sales manager. Pick an account you want to close or where you want to help move the buying process along. Discuss the strategy and then have someone else play the role of your prospect. Go through the meeting just like you would with your prospect. If you stumble just keep going. One of the benefits of role playing in a group is that you can have multiple prospects firing questions at you from multiple points of view. It always amazes me how two people can be presented with the same information and come up with different interpretations and/or questions. Take advantage of that phenomenon. Another benefit (mostly for the sales manager) of role playing in groups is that it keeps your sales presentations consistent. You may have multi-call deals where the prospect ends up talking to multiple people in the sales organization. It always gives the prospect confidence when they hear a consistent message. At the end of the role play discuss how the “call” went, make any corrections as needed and do it again. You will be amazed how this simple exercise will give you additional insight into your deal, put you more at ease and fill you with confidence. 📌Tip: Record your role-playing sessions. Reviewing these really helps accelerate the learning and acceptance process. 📍Role playing is just one step in building a great sales team. If you're ready to discuss strategy on building your dream team, schedule an introductory call. My scheduling link is in my About section.

𝐓𝐡𝐞 𝐒𝐞𝐜𝐫𝐞𝐭 𝐭𝐨 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐓𝐡𝐚𝐭 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐖𝐨𝐫𝐤𝐬? 𝐒𝐭𝐚𝐫𝐭 𝐚𝐭 𝐭𝐡𝐞 𝐄𝐧𝐝. 🏁 I used to think my job as an L&D professional started with a syllabus. I was wrong. Recently, I was tasked with building a learning solution for our Talent Acquisition (TA) team. The goal wasn’t just to "train recruiters"—it was to solve a business problem. Instead of looking at what they needed to know (Level 2), I started with what the business needed to achieve (Kirkpatrick Level 4). The "Reverse" Approach I didn’t start with slides. I started by analyzing Voice of the Customer (VOC) survey results, focusing on various metrics from both Hiring Managers and Candidates. Working Backwards: ✅ Level 4 (Results): I defined the business KPI. ✅ Level 3 (Behavior): Based on the VOC metrics, I identified the specific actions recruiters needed to change—specifically around "Precision Intake" and "Candidate Experience Management." ✅ Level 2 & 1 (Learning & Reaction): Only then did I design the actual training content that addressed those specific behavior gaps. The Result? The training didn't feel like a chore; it felt like a solution. Because I built it based on the actual metrics revealed in the VOC surveys, the TA team saw immediate value, and the business saw a measurable shift in hiring efficiency. The Lesson: If you want your learning solutions to be more than just "check-the-box" exercises, stop asking "What should we teach?" and start asking "What does the data say I need to solve?" How do you use VOC data to shape your enablement programs? 👇 #LearningAndDevelopment #InstructionalDesign #TalentAcquisition #KirkpatrickModel #Enablement #DataDrivenLD #BusinessImpact

🚨 𝐍𝐞𝐰 𝐒𝐩𝐨𝐫𝐭 𝐇𝐨𝐫𝐢𝐳𝐨𝐧 𝐁𝐥𝐨𝐠 𝐏𝐨𝐬𝐭 What does applied sport science actually look like inside an academy? 📊 In this new blog, 𝐁𝐞𝐫𝐤 𝐂𝐚𝐩𝐮𝐭 shares reflections from his time working with elite youth athletes at 𝐇𝐮𝐥𝐥 𝐂𝐢𝐭𝐲 𝐅𝐂 𝐀𝐜𝐚𝐝𝐞𝐦𝐲 𝐚𝐧𝐝 𝐅𝐞𝐧𝐞𝐫𝐛𝐚𝐡ç𝐞, and how data tools like Power BI can bring clarity and impact to the training ground. From building custom dashboards, to tracking daily load, to delivering real-time insights for coaches—Berk walks through the practical side of sports data and how it supported individual performance planning and injury risk management. 🔗 Read the full post here: https://lnkd.in/eVJy4Kvb 📍 Featuring real examples from Hull City, including GPS analysis, ACWR, performance testing, and daily feedback loops. 👏 A big thanks to Berk Caput for sharing his story—great to have him involved in the wider Sport Horizon UK community! #SportScience #PerformanceAnalysis #PowerBI #StrengthAndConditioning #FootballScience #DataInSport #HighPerformance #SportHorizon #HullCity #Fenerbahce #AppliedSportScience #CoachingInsights

From chatbots that personalize microlearning to systems that predict who’s likely to disengage, artificial intelligence (AI) is changing how we train and learn. AI opens new opportunities to improve on some of the challenges with traditional training models such as scalability, personalization and real-time feedback. Core AI applications in the L&D space can be broken down into four categories: Artificial Intelligence (AI) Platforms: These tools tailor difficulty, pacing and topics in real time. An AI-enhanced platform can tailor the content to the learner based on their performance trends. Natural Language Tools: These are used to summarize content, create quizzes and provide conversational coaching. These applications can reduce time spent on administrative tasks and increase the focus on building relationships and delivering value. Predictive Analytics: This category of tools help learning leaders identify skills gaps and forecast learner success. Virtual Coaches and Chatbots: These tools reinforce knowledge through spaced repetition and feedback loops. AI-Powered Learning: A Case Study Streamline Services is a fifth-generation plumbing, electrical and HVAC company that handles up to 200 calls a day and serves thousands of customers each month. The company is using AI to not only coach employees but also identify areas where the team needs skills development or training. Streamline adopted an AI-powered virtual ride along platform to help transform everyday customer interactions — both in the field and in the call center — into powerful, data-driven learning opportunities. Traditionally, managers and trainers could only coach based on a handful of ride alongs or recorded calls each month. With AI, every service visit and customer conversation has become searchable, analyzable and coachable. AI highlights key themes including customer concerns, missed opportunities and tone shifts, allowing trainers to see real patterns instead of isolated incidents. The training team and managers use this knowledge to design training and structure coaching for individual needs. Because AI is deepening Streamline’s understanding of customer needs, the L&D team can develop targeted training that improves customer service and empathy across the company. Streamline’s experience illustrates how AI is fundamentally changing the learning process — from reactive coaching based on limited observation to proactive, personalized development powered by real data. This case study showcases how technology can elevate human performance rather than replace it. AI offers the ability to provide more learning opportunities and personalized learning across roles and industries. L&D professionals need to embrace this change and evolve alongside the technology. The future of learning isn’t artificial — it’s intelligently human. #LearningandDevelopment #AI #FutureofLearning

𝐈 𝐫𝐞𝐜𝐞𝐧𝐭𝐥𝐲 𝐡𝐚𝐝 𝐚𝐧 𝐢𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐭𝐨𝐫𝐲 𝐜𝐚𝐥𝐥 𝐰𝐢𝐭𝐡 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐢𝐦𝐩𝐫𝐞𝐬𝐬𝐢𝐯𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐈’𝐯𝐞 𝐬𝐩𝐨𝐤𝐞𝐧 𝐭𝐨 𝐢𝐧 𝐞𝐥𝐢𝐭𝐞 𝐬𝐩𝐨𝐫𝐭. ✅An ex-professional athlete. ✅Achieved the highest levels of education in Sport Science. ✅Now a professor and a publisher of 100’s of articles around the game. But what stood out wasn’t the titles…it was his thinking and approach to such a niche and unique philosophy. He was the first to properly merge the physical data with tactical data. 𝐍𝐨𝐭 𝐣𝐮𝐬𝐭: ❌“How far did a player run?” 𝐁𝐮𝐭: ❓Why did they run that distance? ❓What was the tactical trigger? ❓Was it aligned to the game model? ❓Did it serve the strategy? That shift from measuring output to contextualising intent is where performance analysis should be. 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐭𝐨𝐨! Using contextualised data to inform transfer decisions…not just physical profiles, but tactical intelligence and game suitability. 𝐑𝐞𝐭𝐮𝐫𝐧-𝐭𝐨-𝐩𝐥𝐚𝐲 - 𝐅𝐮𝐥𝐥𝐲 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐢𝐬𝐞𝐝! Built around the player, the tactical demands of the team, and the competition schedule. No generic protocols. 𝐀𝐬 𝐚 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭, 𝐡𝐢𝐬 𝐫𝐨𝐥𝐞 𝐢𝐬 𝐜𝐥𝐞𝐚𝐫: ✅Sit within performance departments ✅Set scientific processes ✅Build systematic data science frameworks ✅Define deliverables ✅Scope projects properly 𝐓𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲 𝐟𝐨𝐫 𝐦𝐞? Elite performance is no longer about collecting more data. It’s about connecting it. Context > volume. Integration > isolation. Clarity > complexity. For anyone working in sport, leadership, or high performance, this is the future. Curious on how this can benefit you and your club…LET’S DISCUSS! #Performance #Strategy #Data #Sport #ElitePerformance

I audited a 250 rep sales team last month. Only 7% were following the sales process. And leadership had no clue. Here's what I discovered when I dug into their "successful" sales operation: The company spent $250K on Challenger training. Built beautiful playbooks. Had detailed process documentation in Salesforce. Everyone talked about their "world class sales process." But when I listened to actual call recordings and analyzed their CRM data... → 47% skipped discovery entirely and went straight to demo → 73% never asked about budget or timeline → 91% couldn't articulate clear next steps after calls → Only 7% actually followed the process they were trained on The reps weren't broken. The system was invisible. Leadership measured activity metrics (calls, meetings, emails) but never measured behavior (did they do discovery? did they create urgency? did they build business cases?). You can't improve what you don't measure. Most sales leaders track vanity metrics: Number of calls made. Number of emails sent. Number of meetings booked. Elite sales leaders track conversion behaviors: ✅Percentage of deals with completed discovery ✅Percentage of opportunities with quantified pain ✅Percentage of proposals with business cases attached When you measure the right behaviors, you get the right results. Your team isn't ignoring your process because they don't care. They're ignoring it because there's no accountability for following it. Start measuring what matters. — Activity isn’t the problem. Your reps are busy.  The question is … are they effective? https://lnkd.in/ghh8VCaf

Most teams measure success by deadlines met and budgets saved. I measure it by lives changed and learning unlocked. A flawless project that no one uses isn’t success — it’s wasted potential. Real success happens when people adopt the change we deliver — when they grow, learn, and improve because of it. That’s why I’ve shifted from tracking completion to tracking impact. From counting deliverables to counting outcomes. From focusing on “on time, on budget” to “inspired, inclusive, and effective.” It’s the same belief behind the #WGU mission — “To change lives for the better by creating pathways to opportunity.” When teams feel empowered and seen, adoption follows naturally. Because delivery isn’t the finish line — transformation is. How do you define success — completion or change? #WGU #ProjectManagement #Leadership #Agile #Innovation

📈 Unlocking the True Impact of L&D: Beyond Engagement Metrics 🚀 I am honored to once again be asked by the LinkedIn Talent Blog to weigh in on this important question. To truly measure the impact of learning and development (L&D), we need to go beyond traditional engagement metrics and look at tangible business outcomes. 🌟 Internal Mobility: Track how many employees advance to new roles or get promoted after participating in L&D programs. This shows that our initiatives are effectively preparing talent for future leadership. 📚 Upskilling in Action: Evaluate performance reviews, project outcomes, and the speed at which employees integrate their new knowledge into their work. Practical application is a strong indicator of training’s effectiveness. 🔄 Retention Rates: Compare retention between employees who engage in L&D and those who don’t. A higher retention rate among L&D participants suggests our programs are enhancing job satisfaction and loyalty. 💼 Business Performance: Link L&D to specific business performance indicators like sales growth, customer satisfaction, and innovation rates. Demonstrating a connection between employee development and these outcomes shows the direct value L&D brings to the organization. By focusing on these metrics, we can provide a comprehensive view of how L&D drives business success beyond just engagement. 🌟 🔗 Link to the blog along with insights from other incredible L&D thought leaders (list of thought leaders below): https://lnkd.in/efne_USa What other innovative ways have you found effective in measuring the impact of L&D in your organization? Share your thoughts below! 👇 Laura Hilgers Naphtali Bryant, M.A. Lori Niles-Hofmann Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Christopher Lind