SFE, Training & Development Manager UK/I

As a Salesforce Excellence (SFE) Training & Development Manager at Abbott, you'll lead the SFE process, develop and implement training plans, and manage projects aimed at enhancing sales force effectiveness. Collaborating with senior leadership, you'll set KPIs, conduct peer reviews, and ensure targeted coverage, which are essential for driving commercial performance within the team.

To qualify for the SFE Training & Development Manager role at Abbott, candidates should possess a degree or equivalent experience in sales force effectiveness, training, and development. Strong project management skills and the ability to influence stakeholders are essential. Experience working with the NHS also adds to a competitive edge.

At Abbott, the SFE Training & Development Manager will oversee the onboarding program, ensuring that new employees have access to an engaging and comprehensive training experience. This program focuses on the necessary skills and knowledge needed to succeed, alongside offering support to help them integrate smoothly into the company culture.

Candidates for the SFE Training & Development Manager role at Abbott should have considerable experience in sales force effectiveness, training, and development. Experience managing large-scale projects and a proven track record of coaching and influencing team members are highly beneficial for success in this position.

When you join Abbott as a Salesforce Excellence (SFE) Training & Development Manager, you can expect a competitive salary, a superb pension scheme, private healthcare, and life assurance, along with a flexible benefits scheme designed to fit your lifestyle and needs.

When developing a training strategy for sales force effectiveness, it is essential to conduct a needs analysis to identify key skill gaps among team members. From there, you can formulate specific training objectives, choose appropriate training methods—whether it's workshops, e-learning, or hands-on sessions—and ensure that the content is engaging and relevant to their roles.

Discussing a successful training program involves detailing the planning process, objectives, methods used, and the outcome. Highlight how you assessed the needs of participants, tailored the content to fit their experiences, and measured the effectiveness of the program through KPIs or participant feedback.

Elaborate on your experience in defining relevant KPIs, how you have collected and analyzed data to assess sales performance, and how you utilized these insights to drive adjustments in training and operational strategies, aligning closely with organizational goals.

Motivation during challenging training periods can be fostered through open communication and support. Sharing success stories from previous participants can encourage perseverance, while providing additional resources and one-on-one coaching can help individuals over hurdles they may face.

Successful management of relationships with external training providers involves establishing clear expectations up front, maintaining open lines of communication, and regularly providing feedback on their training effectiveness. Building a strong partnership ensures that the education provided aligns with your organizational objectives.

To ensure training aligns with company goals, always start with an assessment of the company's strategic objectives. Co-create training programs with stakeholders to ensure relevance and regularly review outcomes based on performance metrics to keep everything aligned and adaptive to shifts in business needs.

Utilizing Learning Management Systems (LMS), data analytics tools for performance tracking, and project management software can greatly enhance training and development management. However, personal touch through direct feedback and adaptation based on results can also prove invaluable.

To address differing experience levels within a training cohort, it is vital to employ a differentiated instructional approach. This could involve offering tiered training modules or providing additional resources for those needing extra support, ensuring everyone benefits from the training.

When discussing experience with competitor analysis, focus on specific methods used to gather intelligence, how you have processed and translated that information into actionable insights, and how these informed your training and strategy decisions to remain competitive in the market.

The most important quality for a Training & Development Manager is the ability to empathize with and understand the needs of diverse learners. This quality fosters a supportive environment that cultivates development while ensuring training effectively addresses real challenges faced by staff.