We will conduct initial interviews with senior management to fully understand the current sales situation at the company. We will then determine the company's goals and acceptable ROI for the training. Specific issues that need to be addressed during training will be also be ascertained at this point.

Individual sales representatives will then take several assessments. The National Sales Challenge assessment will determine a salesperson's current strengths and weaknesses and their sales skill set. The DISC Behavioral evaluation is utilized to establish a person's behavior as it relates to his/her interaction with others, his/her learning processes, and how s/he relates in a sales environment. The PIAV Motivational Assessment is a management tool that helps determine what motivates each individual sales person. Each comprehensive test is employed to evaluate key issues prior to training and also to establish a foundation to demonstrate areas where training is succeeding or where further training is suggested.

Step 2: Curriculum Development & Approval

Based on the findings of the management interviews and the assessments, the training curriculum is developed to ensure that all of the specific needs of the client company are completely addressed. The curriculum is then presented to management for approval.

Step 3: Pre-Training Preparation Work

Computer-based training modules, audio CDs and printed materials are given to participants to study prior to the actual start of training. This provides an opportunity for individuals to become familiar with the overall concepts behind Common Sense Selling® prior to formal training. Pre-training preparation accelerates the learning and retention process and enables us to spend more time on practical application during the initial boot camps.

Step 4: Initial Impact Training

Initial impact training is delivered via a 2-3 day boot camp at the client's venue of choice. Here the fundamentals of the Common Sense Selling® process are delivered to the group in a highly interactive environment that includes lecture, exercises, role-plays, Q & A sessions and a customized workbook.

Step 5: Reinforcement Training

Reinforcement is a critical element for learning and change. It is the way we change behaviors and get results. The most widely used reinforcement tools that we offer include:

• Weekly teleclasses
• “Coach on Call,” in which the trainer is available for each and every participant for questions/problems
• Computer-based training programs
• Books
• Audio CDs
• DVDs of seminars
• Proposal Coach Software
• The Monday Morning Sales Coach newsletter
• Highly specific follow-up meetings with the company's management to determine the level of progress and areas that need further improvement

Step 6: Measurements of Effectiveness

Measuring the effectiveness of New View's training by the increase of revenue is one manner of determining the value. However, innumerable variables such as your competitor's activity, market conditions, marketing activities and pricing changes can make impacts on any of your business results.

Therefore, we can examine the increase in the number of cold calls made, the decrease in discounting, the rise in referrals and a higher conversion rates on proposals/demos, among other areas. We can also systematically explore and track the changes in the individual throughout training by comparing his/her results (before and after) to the National Sales Challenge and DISC assessments.