Senior Management Engagement:
During the first phase of the program, RFG will conduct a one day onsite senior management overview and kick-off to identify goals and discuss incentive plans and current technology for tracking and measurement.

What to expect in this phase:

• Institutional/Branch Goal-Setting: Identify annual institutional goals and allocate appropriately to branch level based on branch capacity and market potential.

• Tracking Review and Design: Gain an understanding of current tracking system and adapt capabilities to fully track goals by individual and at the branch and institution levels.

• Incentive Planning: Current plans are reviewed and evaluated for alignment with sales, service and delivery goals at all levels of the institution.

• Senior Management Role: The senior management team will be briefed regarding training, coaching and reinforcement requirements that foster a truly productive sales culture.

• Staff Evaluation: RFG will identify the strengths and weaknesses of individual staff members prior to conducting its sales training. A full employee personality assessment is made in order to rank and benchmark employees for sales ability.

Branch Management Training:
During the second phase of the program, RFG will present recommendations for institutional and branch goals, process tracking and incentive plan development.

What to expect in this phase:

• Branch Culture: RFG works with the designated managers to empower branch managers to transition from the role of store manager strictly adhering to the chain of command to the role of “branch CEO.”

• Understanding Goals: With goals in place, middle management needs to know, in the clearest of terms, what is expected, what they are ultimately responsible for achieving and why the goals are what they are.

• A Sales Example: RFG works with branch and retail managers to help capitalize on opportunities in ways that require minimal effort and are not intrusive.

• Identify Opportunities: RFG will train your staff on how to recognize and capitalize on opportunities to deepen relationships during the normal course of business without appearing too offensive.

• Motivate Staff: RFG will provide a number of coaching techniques that motivate and reinvigorate the staff.

• Goal Tracking: RFG works with branch managers on how to properly track leads and other customer inquires and how to hold staff accountable for identifying and tracking leads and new business from current customers and prospects.
   

Frontline Staff Training:

During the third phase of the program, RFG will conduct a three day onsite training for branch managers and frontline staff.

What to expect in this phase:

• Understanding the word “Sales:” Frontline training begins with re-defining the word “sales.” RFG coaches managers to help staff overcome the fear of selling by demonstrating how sales is really providing superior service and by fulfilling customer needs.

• Identifying Opportunities: RFG trains retail management, branch managers and frontline staff in the best practices for uncovering opportunities which include validating the customer’s status within the organization.

• Asking for Business: Best practices are rehearsed until the frontline staff is comfortable proposing the products and services that customers need.

Progress Review:

During the final phase of the program, RFG monitors sales reports and summarizes manager and frontline feedback for up to six months after the training to outline successes and opportunities for improvement.