Remote Workforce Training

𝐓𝐡𝐞 𝐝𝐚𝐲 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐭𝐞𝐚𝐦 𝐰𝐞𝐧𝐭 “𝐨𝐟𝐟 𝐰𝐨𝐫𝐤. It was a Friday evening The sales floor was quiet Systems shut down, chairs empty, reports closed But here’s the truth: 👉 A sales team never really goes off work. Because their performance echoes in numbers, in client relationships, in revenue lines & even after office hours. Then why is it that Learning & Development is often treated as an afterthought? Why is training considered an “expense” instead of the same “investment” lens applied to hiring? 🔹 Hiring looks expensive. 🔹 Training looks cheap. Yet without training, even the most expensive hires struggle — and companies keep wondering why the numbers don’t move. Case in point: We recently worked with a CRM team in real estate. Pain points were clear: Long talk-time with clients High escalations Poor feedback scores Through a structured 6-week learning journey, we helped the team: ✔ Reduce average talk-time by 17% ✔ Cut escalation cases by 23% ✔ Improve feedback ratings from 3.2 to 4.5 That’s not “soft skills.” That’s ROI in action. 3 takeaways for trainers & brands: 1. Quantify impact — Always tie your program to numbers leaders care about. 2. Diagnose before you deliver — Pain areas first, modules later. 3. Sell transformation, not training — No one buys sessions. They buy outcomes. 𝐈𝐟 𝐲𝐨𝐮’𝐫𝐞 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐭𝐨 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐬𝐞𝐞 𝐑𝐎𝐈 𝐟𝐫𝐨𝐦 𝐋&𝐃 , 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐭𝐢𝐜𝐤 𝐚 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐛𝐨𝐱 ... 𝐥𝐞𝐭’𝐬 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 We’ve done it across 1,100+ brands, and we’d love to do it for you.

“My young reps don’t believe in using the phone.” 👆 From a recent convo I had with a sales leader. I had to challenge his thinking. Me: "Can I give you a different take? I don't believe this is a Gen Z thing. 'Young reps' aren't phone-averse because they grew up on texts and DMs. They’re a generation that values authenticity." Sales Leader: "Okay..." Me: "Follow me here...you know what might feel inauthentic? Making cold calls using techniques that feel scripted or inauthentic. Gen Z questions authority more than their older counterparts—like every previous generation. And they’re less willing to blindly follow advice and direction that doesn’t make sense to them. I'm curious—who are your top reps?" Sales Leader: "Uh...David and Ashley." Me: "How closely do they follow the talk track you provided them?" Sales Leader: "They sort of do their own thing." Me: "If you incorporated their feedback to update the talk tracks—how do you think that might affect the buy-in from the rest of the team?" ~~~ To my surprise, this sales leader took my feedback like a total champ 😂 Then I shared a few ideas on how to get their reps to pick up the phones: ✅ Rub shoulders and make calls with them (that’s right, get in the pit!) ✅ Don’t teach scripts, teach principles so they can make it their own ✅ Invite your reps to contribute to the talk tracks and messaging ✅ Move to 10% product training, 90% your prospect’s problems training ✅ Capture tons of examples and recordings of what good sounds like ✅ Run group virtual call sessions (using a tool like Orum) ✅ Invest time and budget in training your front-line managers Lead by example—show your reps that the phone works. And involve them in the creation of talk tracks & messaging. The buy-in will be much higher. Agree or disagree? #sales

💬 “I want to see how onboarding success actually connects to sales outcomes.” That one line from a recent conversation with a sales enablement leader hit me hard. We were talking about how enablement has evolved... no longer about running trainings or uploading decks, but about understanding what actually drives performance. And then he said it: “The platform is great… but what I really want to see are the signals that tell me onboarding is working. I want to correlate a successful onboarding program with metrics like time to first deal or seller performance.” 🔥 Honestly, I loved that question. Because that’s exactly where SalesTable shines. Most enablement platforms stop at learning. We go further, connecting learning back to sales outcomes. By integrating with CRM data, SalesTable AI shows: ➙ How deal velocity changes before and after onboarding ➙ How discovery call quality improves through roleplays ➙ How quickly reps start closing after enablement cycles It’s not just about completion. It’s about correlation between training, behavior, and business results. That’s the bridge we’re building at SalesTable AI ...from enablement to execution, ...from training to transformation. And when sales leaders see those before-and-after insights for the first time… that initial skepticism turns into pure excitement. Because this is the future ➙ Enablement that doesn’t just train. It performs. #ProspectStories #Enablement #Sales #SalesEnablement #RepPerformance #OutcomeDriven #AI #ArtificialIntelligence

From LinkedIn: 59% of Gen Z feel underutilized at work. But only 1 in 3 execs agree there are untapped skills. It’s not just a perception gap - it’s an exposure gap. This is what Gen Z and Execs need to recognize... 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗵𝗶𝗻𝗴: In hybrid, distributed and remote environments, those spontaneous moments that once helped with revealing our talents - hallway chats, shadowing, impromptu brainstorms - aren’t happening as often. So unless we’re intentional, great skills can go unnoticed. 𝘈𝘯𝘥 𝘵𝘩𝘪𝘴 𝘪𝘴𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘢 𝘎𝘦𝘯 𝘡 𝘪𝘴𝘴𝘶𝘦. 𝘐𝘵’𝘴 𝘢 𝘥𝘪𝘴𝘵𝘢𝘯𝘤𝘦 𝘣𝘪𝘢𝘴 𝘢𝘯𝘥 𝘳𝘦𝘤𝘦𝘯𝘤𝘺 𝘣𝘪𝘢𝘴 𝘪𝘴𝘴𝘶𝘦. 𝗪𝗵𝗮𝘁 𝗚𝗲𝗻 𝗭 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲: 🧠 Visibility doesn’t happen by accident when you’re working across distance. 🔄 Influence must be built through consistent, strategic sync and async touchpoints. 🌍 Exposure is no longer about who's in the room - it’s about who stays top of mind, across time zones and office sites. 💡𝘛𝘩𝘢𝘵’𝘴 𝘸𝘩𝘺 𝘺𝘰𝘶 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘔𝘢𝘱 𝘠𝘰𝘶𝘳 𝘚𝘵𝘢𝘬𝘦𝘩𝘰𝘭𝘥𝘦𝘳𝘴. This is Step 1 in the 5-Step process that we've taught to thousands of people for how to build their own Personal Virtual Exposure and Influence Plan. Start by identifying the people - across functions, levels, and locations - who could influence your success. Who you can bring value you to and who you can learn from? 👉 Name names, not just titles. 👉 Consider those in your immediate circle and the more distant “weak ties” you need to gain exposure to in order to grow. 👉 Visibility starts with clarity on who needs to know about you and your work and knowing where you can add value. 𝗪𝗵𝗮𝘁 𝗘𝘅𝗲𝗰𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲: A better question than “Do they have untapped skills?” is, “Have we created the conditions for those skills to be seen?” ➡️ That starts with teaching emerging talent how to be visible when virtual. ➡️ And it means Execs must examine where distance bias or recency bias may be skewing how they assign projects or recognize potential. 𝗪𝗶𝗹𝗹 𝗔𝗜 𝗦𝗸𝗶𝗹𝗹𝘀 𝗔𝗴𝗲𝗻𝘁𝘀 𝗵𝗲𝗹𝗽 𝗼𝗿 𝗵𝘂𝗿𝘁? With the rise of AI People Analytics tools like Microsoft’s People Skills, which infer personalized skill profiles based on digital activity... 🤖 Will these tools surface hidden talent across the organization? Or… 🤖 Will they reinforce bias by rewarding the loudest digital signals over the most meaningful contributions? 𝘞𝘩𝘢𝘵’𝘴 𝘺𝘰𝘶𝘳 𝘵𝘢𝘬𝘦?

I've spent years in the finance trenches, and I can't emphasize enough how pressing this question is for our industry's future. Let's dive in. Traditional learning and development programs won't cut it for Gen Z. We should offer access to a constant stream of bite-sized, impactful learning modules that can be integrated into daily workflows. Gen Z grew up with smartphones in hand, so let's do away with archaic systems. Imagine embedding gamification into stock analysis or forecasting tools to make the learning curve less steep and a lot more fun. To say Gen Z is concerned about ethical implications is an understatement. My recommendation? Open up channels where new hires can actively contribute to ESG initiatives from day one. Make ethics part of the everyday conversation. Having had the pleasure (or pain!) of working from multiple continents, I know remote work is more than a pandemic-era stopgap. Our firms should be as boundaryless as the markets we operate in, allowing young talent to explore the world as they explore their careers. Please look for hidden talents that aren't immediately apparent from a resume. For instance, someone whiz at Python could revolutionize how you process data—even if their degree isn't strictly 'financial.' In my experience, offering sandbox environments where younger employees can experiment with zero risk can be a game-changer. This isn't just good for innovation; it's great for morale. Professional development should be relational, not transactional. Forget networking. Focus on community building within your organization. The finance industry has never been a one-size-fits-all kind of field. If we aim to lure the crème de la crème of Gen Z talent, we need to think beyond the paycheck and offer a holistic package as dynamic, diverse, and future-ready as they are. #GenZ #Finance #FutureOfWork #Ethics #RemoteWork #LifelongLearning

"GEN Z AREN'T TEAM PLAYERS" 🚫 📊 40% of employers have said they would rather invest in AI than hire Gen Z. So… is tech the team player you’d choose? 🤔 According to a report: 👉 60% of corporates said Gen Z lacks real-world experience. 👉 55% claimed they don’t work well in a team. As an employer and an older sister, I find these comments lazy. The Gen Z generation has had a tough time, from the pandemic impacting their education to remote work without the necessary onboarding, training, or promotional plans. 💡When I was a young graduate, some of my best skills were learnt in the office, from those kitchen conversations to company meetings - but with that said, I was still expected to conform and "carry on." Gen Z, on the other hand, doesn’t want to commute 3 hours for a coffee ☕ but instead craves: ✔️ Virtual learning sessions ✔️ Constant feedback and alignment of goals ✔️ Flexibility to thrive ❌ Remote work and flexible hours shouldn’t be lifestyle choices we are now shunning—these are the same future stakeholders who will shape our businesses. This push towards values and real-time feedback should benefit us all in our life commitments. Companies complaining about their "lack of real-world experience," what about their virtual world experience, and ability to adapt to new norms and global viewpoints? Isn’t it time we move away from the past and what we knew and built bridges for a better business future? A few suggestions to better include Gen Z in the workforce: 📌 Invest in accessible hiring programmes 📌 Hire for potential and train for expertise 📌 Be transparent about salary plans, career paths, and tasks 📌 Create meaningful onboarding sessions and regular check-ins 📌 Teach foundational skills like communication, negotiation, and admin 📌 Use AI tools to enhance efficiency  📌 Focus on tasks vs time-based output 📌 Address concerns about culture and consistency with every individual, team, and the wider working landscape At LMF Network, we help to build knowledge and networks by upskilling talent through career programmes and supporting businesses in inclusive working policies. 💼✨ 👩💻 Look, I’m a techie and I'm all for using tech, but as we live in a world where tech is moving faster than teaching, we need to prioritise skills, community, and talent development. So, let me ask you this: Is it that Gen Z aren’t team players or are we failing to include them in our teams? We can help you find great talent, train them for workplace success, and encourage them to add value. 📧 hello@sonyabarlow.co.uk 📖 Article: https://lnkd.in/eXtrKBRi This reminds me of this great interview between Tanya Barlow in Porto, where we discussed Gen Z in the workplace. LMF NETWORK (Like Minded Females) #technology #genz #talent #skills #careeradvice #leadership #diversityandinclusion #news #womenintech #businessnetworking Newsweek Financial Times BBC LinkedIn LinkedIn News LinkedIn News UK LinkedIn News India

If you want to see a smart simulation in action, watch rural hospitals. It isn’t scrappy, it’s strategic. Budget for readiness, not rooms. Rural leaders put simulation and VR on the moments that matter, high-stakes, low-frequency events, because that’s where readiness really moves. Judgment over checklists. The goal is clinical judgment (real-time clinical reasoning), not feature lists. If a tool doesn’t strengthen bedside competence, it’s background noise. Measure what matters at the bedside. Teams adopt what works, tune what doesn’t, and align scenarios to local workflows, tracking escalation accuracy, near-misses, and time to independent practice. Fit the people, not the platform. Choose tools that let educators author once and deliver anywhere, browser-first, headset-ready, no new lab buildout, with coaching-to-autonomy so your team can update scenarios for new protocols and remediate near-miss/sentinel events on your timeline, not a vendor’s. This isn’t theory, rural and critical-access programs are already running effective high acuity sims and report that immersive VR is both workable and well-accepted for building skills. Bottom line: learn from the rural playbook, pick tools that raise judgment, scale access, and prove it with data. #HealthcareLeadership #SimulationEducation #VRinHealthcare #RuralHealth #MedEd #Simulation #VRinHealthcare #RuralHealthcare #ClinicalEducation #NurseLeadership #HealthcareInnovation

We don’t have a healthcare worker shortage problem. We have a training scalability problem. If we don’t change how we prepare people for the job, we’ll continue to face the same challenges. Traditional training methods aren't designed to keep up with today’s demands. They lack flexibility, consistency, and efficiency. When educators are already overwhelmed, giving them outdated tools only adds more pressure without solving the core issue. Distributed Immersive simulation offers a better path forward for the workforce. It creates realistic scenarios that learners can experience repeatedly, without risk to real patients. This increases speed to competency, which is how we make professionals faster. It also reaches more people, in more areas, which increases the pool of ready-to-work learners. The time is now to remove the education desert and reach everyone everywhere all at once. Distributed Immersive VR simulation allows everyone to train more effectively, gain confidence faster, and achieve better outcomes for all of us. VRpatients #PhysioLogicAI #nursing #nurse #simulation #VR #MR #XR #AI

30 days ago we started doing live Cold Calling power hours every afternoon with the full Retention.com sales team. Now it’s driving $175k in pipeline a week. Here’s how it works and 7 ways it’s helping our team: - 2-hour blocks every afternoon - 30 mins of practice with an AI bot - 75 mins of live dials. Teammates can hop in and listen real-time. - 15 mins of debrief and celebration 1. The team booked 7 new meetings last week. 4 were on Friday afternoon. While many AEs are unplugging and having a pint, the R! Team was lighting phones on fire. 2. It’s building a “remote bullpen” culture. Everyone’s cheering each other on, learning from wins and losses in real time. Just ask Dani P. - the entire team was cheering as he booked his first meeting as a newcomer. 3. The team is gaining confidence. When you make 20+ calls in a row with others watching, your nerves fade. Confidence builds. Outbound calls went from being a drag to the most exciting part of their day. 4. The pitch is improving. The team hears strong openers, great rebuttals, and tight value props - then borrows and adapts them immediately. 5. Reps are getting sharper, faster. Nothing accelerates learning like live reps. Hearing objections in real-time and watching teammates handle them builds confidence and improves messaging. 6. It’s making the team more resilient. When you’re cold calling together, rejection doesn’t sting as much. 7. We’re learning what actually works. You can A/B test subject lines forever, but the real gold is in hearing live reactions to your opener, your pitch, and your close. We’re constantly refining our approach based on real-world feedback. Email is safe. LinkedIn is comfortable. And neither are working as well as they used to. Nothing builds sales muscle faster than picking up the phone. Especially when your full team is listening. Our new Sales Manager (Dani) calls it the Banter Room.  Proud of Ben Dexter Walker Stroud David Cimaglia for showing up and showing out. Do you do Power Hours? How are you building an outbound culture?

A while back, I was at a factory watching new workers struggle to learn a complicated machine setup. The trainer was explaining, the employees were nodding but you could tell they weren’t really “getting it”. And honestly, who can blame them? Learning by watching just doesn’t cut it when the stakes are high.   Fast forward to today, and VR training is changing EVERYTHING. It is just flipping the script. No more passive learning. No more trial-and-error on expensive machinery. Instead, workers can practice hands-on, fail/ learn safely, and gain confidence before stepping into the real world. - Anyone, anywhere can get the same high-quality training. A technician in Mumbai can learn just like someone in New York, without the expensive travel. - People learn faster and actually remember what they learned. (VR boosts retention by up to 75% which is way better than PowerPoints and PDFs) - Industries facing massive skill shortages can upskill workers faster than ever before. The global skills gap isn’t just about talent shortages but it’s about access to the right training at the right time and VR is making that possible. If you’re in an industry struggling with workforce training, I’d love to hear your thoughts. Have you explored immersive learning yet? What’s holding you back? Let’s talk. 👇 #VR #Training #SkillsGap #FutureOfWork #WorkforceDevelopment #Upskilling