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1、销售管理培训,辅导的技巧,专业辅导,1.清楚、具体的辅导 集中双方公认的13点来辅导 对这3点进行跟踪直到双方都认为达到了标准 2.辅导前的计划仔细考虑 代表能认识到自己的错误并改正的关键是什么 多少点，为什么？,专业辅导,3.集中的和系统的 关注目标（不要偏离目标) 一次解决一点 从一点顺利的过渡到另一点 4. 用引导的技巧 有效的探询使代表发现自己的错误 有效的探询使代表改正自己的错误的做法,专业辅导,5. 运用辅导表和指南 让代表了解自己的强项和弱项，分清先后 今后努力的方向,辅导频率 对试用期的HR每月进行连续24天的协同拜访及辅导 1年以下的HR每月23天 2年以下的HR每月12天
2、高级HR每月或隔月1天,辅导阶段,拜访后 征得代表关于一天拜访的意见 分析者倾听/激励 控制者激励 社交者控制/指导 表现者集中,建立成功的队伍,雇佣合格的人 培训发展 跟踪、控制,雇用最好的？,他们不断的寻求新的知识，渴望发展新的技能 他们敢于挑战，发现新的做事方法。 为了保持他们发现效果更好、效率更高的工作方法的欲望，他们需要解释。 如果没有挑战，他们会烦躁不安和不满。 如果他们完成了自己的工作，他们会向同事和老板伸出援助之手,帮助形式的问卷,1. 在我告诉他们我想让他们的工作之前，我阶段性的列出与次相关的是什么 Never 从不 1 2 3 4 5 Often 经常 2. 我积极为他们寻
3、找发展自己的 Never 从不 1 2 3 4 5 Often 经常 3. 我听他们的想法，帮助他们通过在工作中做新的事情来发展自己 Never 从不 1 2 3 4 5 Often 经常,Helping style questionnaire,4. When I have something I want them to do, I give people very clear instructions: 当我有事让他们做时,我给他们非常明确的指示 Never 从不 1 2 3 4 5 Often 经常 5. I help them to plan how they can meet cha
4、llenges at work: 我帮助他们计划怎样迎接工作中的挑战: Never 从不 1 2 3 4 5 Often 经常 6. I ask them questions that help them think through why they want to do things: 我问他们一些问题,这些问题帮助他们思考为什么他们想做事 Never 从不 1 2 3 4 5 Often 经常,Helping style questionnaire,7. I check that they have got their instructions accurately: 我检查他们是否准确的
5、知道所得到的指示. Never从不 1 2 3 4 5 Often 经常 8. I am prepared to let people try out new skills even if there is a risk they may not do the job well: 我准备让他们试试新的技巧即使会有因此而不能作好工作的危险. Never 从不 1 2 3 4 5 Often 经常 9. I am interested in what they do outside their work, and how this fits or conflicts with work activ
6、ities: 我对他们工作以外做什么以及这些怎样适应或与工作冲突感兴趣. Never 从不 1 2 3 4 5 Often 经常,Helping style questionnaire,10. I check up on things Ive asked them to do, and let them know how they did: 我检查我让他们做过的事,让他们知道他们做的怎样 Never从不 1 2 3 4 5 Often经常 11. I encourage learners to review how they perform, and to plan how to improv
7、e: 我鼓励他们回顾他们是怎样做的,计划怎样改进 Never从不 1 2 3 4 5 Often经常 12. I sit down with them and help them to think about where they are going in their career: 我和他们坐下来帮助他们考虑在他们的事业中进行到了哪步 Never经常 1 2 3 4 5 Often从不,Questions?问题,What is the difference between coaching and counseling? 咨询和辅导的区别是什么？,Coaching Definition 辅导
8、的定义,在引导下，用每天的工作作为一种学习的经验 Development at work where problems are turned into learning situations in a planned way, under guidance 在引导下，发展在工作中有计划的将问题转化为学习的过程 Making your HR more capable to do their present job on their own and to enjoy doing it使医院代表更加胜任目前的工作，并从中得到乐趣。,Questions?问题？,What are the objecti
9、ves of coaching? 辅导的目的是什么？,辅导的目的-信心倍增,Coaching Objectives 辅导的目的,To develop specific skills 发展特定的技能 e.g. Objective opening 例如：目的性开场 To share experience and expertise 分享经验和专长 lessons learnt outside the classroom 课堂以外学来的经验 To develop HR 发展销售代表 Continuous and never ending improvement 持续、永不终止的自我提高 To dev
10、elop the boss 发展老板 Learn as you teach 边教边学,Coaching Stages 辅导阶段,Pre Call:Beginning of the day 拜访前：一天的开始 Clarify objectives of your joint visit 列明你联合拜访的目标 State 1 to 3 areas to coach 13阶段的辅导方面 Review target customer listing 浏览目标客户的名单 Review HRs call objectives 浏览HR的拜访目的 What is HRs expectation of you
11、 HR对你的期望是什么 Agree on objectives if there is a conflict of interest.如果在兴趣上有分歧，在目标上取得一致。,Coaching Stages 辅导阶段,During the call 拜访中 Observe and listen attentively集中精力观察、倾听 whenever possible, position yourself to observe the HR clearly 在任何可能的时候，清楚的观察HR Look at the HR not the customer 观察HR而不是客户 Avoid unpl
12、anned intervention, unless a critical mistake occurs 避免无计划的介入，除非有严重的错误出现 Join in the conversation only after HR have completed his product call 在HR完成产品拜访后再加入谈话,Coaching Stages 辅导阶段,During the call 拜访中 Kerb conferencing 避免会谈 immediate coaching session after a call 拜访后立即分组辅导 only when you need to corr
13、ect a critical mistake immediately 除非你需要立即纠正一个重大的错误 when the HR ask for immediate help on a particular issue 当HR就一个特殊的事件要求紧急帮助,Coaching Stages 辅导阶段,Post Call 拜访后 Post Call 拜访后 Dont praise too much, dont summarize yet 不要过分的表扬，也不要总结 Ask for feedback-dont lead HR to what you want to hear 要求反馈不要引导HR说你想听
14、到的 Give feedback by going straight to the objectives-use reflecting skill通过直达目标来给出反馈用引导的技巧 Dont feedback on points outside your objectives, unless it is urgent and important不要对你的目的以外的观点作出反馈除非这很紧急或很重要,Coaching Stages 辅导阶段,Use Coaching Form to help in the development process-give points 用辅导表来帮助提出观点过程的
15、发展 Use Coaching Guide to help evaluate points 用辅导指南来帮助评价观点,Coaching Stages 辅导阶段,Closing the Interview结束面谈 Ask the HR if there are anything else he would like to discuss 问HR是否还有需要讨论的问题 Summarize what HR did particularly well 总结HR做的很突出的是什么 Thank HR for the days effort 感谢HR一天的努力 Suggest a date for foll
16、ow up meeting 建议召开跟进会议的日期,Points to ponder!考虑的要点！,No time to coach?没时间辅导？ The problems from not coaching is more time-consuming.因不指导而引起的问题更花费时间 You shoulder the burden of additional work. 你承担着增加工作带来的负担 HR dont need the added attention, they already know what is expected of them? 医院代表不需要更多的关注，他们已经知道你对他们的期望了吗？ How much will it cost me, if I am wrong and my employees truly dont have a true idea of my expectations or my prior
