Sr. Manager, Sales Training - job 1 of 2

The Sr. Manager, Sales Training at Red Bull North America, Inc. is responsible for enhancing the effectiveness of the Sales & Distribution team. This includes overseeing the development and delivery of comprehensive training programs, collaborating with various stakeholders to integrate curriculum, facilitating training sessions, and monitoring training effectiveness through established metrics.

To be considered for the Sr. Manager, Sales Training position at Red Bull North America, Inc., candidates should have 5-7 years of experience in sales development or commercial training, with at least 2 years in sales or account management. A strong background in curriculum development, training delivery, and proficiency in CRM and LMS systems is essential, along with excellent communication skills.

The training program for the Sales & Distribution teams at Red Bull North America, Inc. involves a blend of core skill development, facilitative learning, and practical application. It includes onboarding new hires, ongoing training for existing staff, and specialized sessions focusing on competitive advantages tailored to different sales disciplines.

As a Sr. Manager, Sales Training with Red Bull North America, Inc., you’ll enjoy a competitive salary ranging from $115,000 to $173,000, plus cash incentives. The benefits package includes comprehensive medical, dental and vision plans, a 401k match, generous PTO, and additional perks such as tuition reimbursement and various insurance options.

At Red Bull North America, Inc., you can expect a vibrant and dynamic company culture that values collaboration, creativity, and personal development. The organization prioritizes innovation in sales training and fosters an environment where employees can thrive, share their ideas, and contribute to the success of the team.

Effective strategies may include conducting thorough needs assessments to tailor programs to specific team needs, integrating engaging learning methodologies like gamification, and ensuring continuous feedback mechanisms to adapt and improve the training content regularly.

In curriculums I’ve developed, I focus on real-world applications and incorporate feedback from sales teams to ensure relevance. I leverage both quantitative and qualitative data to guide choices in content and methods, ensuring versatile material that resonates with team members.

I believe in using a combination of quantitative metrics, such as sales performance improvements, along with qualitative feedback from participants. Establishing clear objectives before training allows for accurate post-training assessments, ensuring the program meets its goals.

My approach is hands-on and tailored, providing constructive feedback while encouraging self-reflection. I like to create a safe environment where sales professionals feel comfortable sharing challenges and successes, allowing them to learn from collective experiences.

Once, I faced resistance from a sales team regarding a new training module. I engaged them in discussions to understand their concerns and involved them in adapting the content. This collaboration led to greater buy-in and ultimately made the training much more effective.

I would immerse myself in understanding Red Bull's sales culture, including its competitive strategies and market positioning. Collaborating closely with internal and external stakeholders will help me design a program that builds on existing strengths while aligning with the company's innovative spirit.

Technology is an integral part of training delivery, especially with today’s remote engagements. Tools like CRM and LMS systems facilitate not only content distribution but also engagement tracking, enabling precise adjustments and personalized learning experiences.

I regularly attend industry conferences, engage with professional networks, and read relevant literature. Staying connected with thought leaders in learning and development allows me to bring fresh ideas into my training strategies.

Feedback is crucial; it fuels improvement and ensures that training programs remain relevant and impactful. I implement structured ways to gather and analyze feedback during and after training sessions, informing necessary adjustments to content or delivery methods.

I employ interactive techniques such as group discussions, role-playing, and gamification elements to maintain engagement. The goal is to make learning enjoyable while ensuring that participants can directly apply what they've learned in real-world scenarios.