Training Content

• Our effect on the customer: Conscious and subconscious factors
• Our perception filter The basis for understanding our customers
• Open questions Convincing instead of pleading
• The customer model: Perceiving the customer in the context of STRATEGY, STRUCTURE and CULTURE
• Active listening: Obtaining information and motivating others to talk
• The meta message: Correct understanding
• The arrangement: Our way of conveying security
• Perception and reality: Learning to control our emotions

The sale process

• The sale process From initial contact to closing the deal
• Cold calling: Acquiring in a well-prepared and targeted way
• Making initial contact: Our opportunity for leaving a positive impression
• Preparing the customer visit Defining clear objectives and monitoring success
• The customer meeting: Asking the right questions and obtaining important information
• Preparing and conducting negotiations: Staying on top of things
• Closing the deal Finding the right moment for asking the right questions

Without a doubt, change is often met with initial, intrinsic resistance. However, this type of resistance is unlikely to occur if training content is really taken on board, as this will motivate people to really embrace change and implement it.

That is why in our trainings, we work with the participants to establish skills and insights by way of action cards, realistic exercises and continuous exchange. The success of our tailor-made trainings is determined by the interactive exchange between the trainer and the participants. The participants are asked to think about possible solutions for issues by using their own thoughts and experiences.

For this purpose, we use our efficient training method, “leading through questions”, and provide initial hints and information, if a participant does not know how to proceed. It is possible for conflict to occur in the course of this process, especially with regard to one’s own expectation of oneself and in the course of reflecting upon one’s own actions in the past. We deal with this conflict by way of positive confrontation and integrate our insights into our wealth of experience, so that a learning effect develops. This approach means that our trainings are not defined by the conservative approach of merely listening.

In order to continue integrating the training content into your professional lives, we recommend the sequential build-up for behaviour-based trainings (see figure). This means that the various units are interrupted by practical phases of three to four weeks’ duration. That way, participants can gradually integrate what they have learned into their day-to-day professional lives, without having to interrupt their operational work by more than a day at a time. In addition, experience has shown that incremental learning is more effective.

Should questions or problems arise during the practical phases and for up to two years after completion of training, our trainers will gladly be available for coaching via telephone.