Senior Manager, Sales Learning Consultant, FI, CMS, and EMF North America - job 14 of 20

The Senior Manager, Sales Learning Consultant at Visa is responsible for stakeholder management, consulting expertise, and facilitating engaging learning environments. You will partner with key stakeholders in the Financial Institutions and FinTech sectors, identifying learning gaps, creating strategic plans, and influencing best practices. Your role also involves overseeing vendor management, implementing sales initiatives, and ensuring the successful adoption of Visa's sales methodologies.

A successful candidate for the Senior Manager, Sales Learning Consultant position at Visa should possess extensive experience in sales training, stakeholder engagement, and consultative selling. A deep understanding of adult learning principles and familiarity with the payments industry and FinTech markets is preferred. Additionally, strong collaboration and communication skills are essential to influence various senior stakeholders effectively.

As a Senior Manager, Sales Learning Consultant at Visa, you will contribute by developing tailored learning solutions that address specific performance gaps in sales capabilities across the North America region. You will leverage insights from the sales cycle to craft impactful training programs, ensuring they align with Visa's commercial strategy and promote continuous improvement within the sales team.

Essential skills for the Senior Manager, Sales Learning Consultant role at Visa include excellent stakeholder management, the ability to apply adult learning principles effectively, and a strong grasp of the sales process. Furthermore, your expertise in utilizing technology to enhance learning experiences, coupled with strong analytical skills to measure program impact, will be crucial in ensuring the success of Visa's learning initiatives.

The Senior Manager, Sales Learning Consultant position at Visa offers a hybrid work environment, combining both in-office and remote work. You can expect flexibility in your work schedule while collaborating with various stakeholders to design and implement effective sales training programs. This approach fosters an engaging and productive atmosphere where innovative ideas can flourish.

In stakeholder management, I prioritize building strong relationships and understanding the needs of each stakeholder. I begin by actively listening to their goals and challenges, then collaborating to create tailored strategies that align our learning initiatives with their expectations. Open communication and regular feedback are key to ensuring we stay aligned throughout the process.

I have a solid background in consultative selling, which involves understanding the customer's needs deeply before presenting solutions. My approach includes asking insightful questions, identifying pain points, and customizing training programs based on client feedback. By focusing on value and building trust, I have been able to foster long-lasting relationships.

To ensure effectiveness, I implement the ADDIE model—Analysis, Design, Development, Implementation, and Evaluation. I first conduct thorough analyses to find learning gaps, then design engaging content with adult learning principles in mind. Post-implementation, I gather feedback and measure learning outcomes to continuously refine and improve the solutions.

I believe in creating an inclusive environment where participants feel safe to share and engage. I utilize various interactive techniques such as group discussions, practical exercises, and relevant case studies, ensuring that sessions are not only informative but also enjoyable. This promotes higher retention and application of the material.

When organizational priorities shift, I maintain flexibility by closely monitoring changes and assessing how they impact our training initiatives. I communicate transparently with stakeholders about any adjustments, and I am proactive in recalibrating our learning strategies to align with the new objectives effectively.

Data is crucial in my learning development approach. I use it for identifying performance gaps, assessing learner needs, and measuring the effectiveness of training programs. Analyzing data allows me to make data-driven decisions that enhance program outcomes and ensure alignment with business objectives.

Promoting a culture of continuous learning starts with modeling that behavior myself. I encourage open discussions around learning experiences and provide resources for self-directed growth. Additionally, I facilitate regular feedback sessions to foster an environment where team members can share insights and learn from one another.

I leverage several tools and technologies such as Learning Management Systems (LMS) for content delivery, analytics software for tracking performance, and collaboration platforms to foster communication. These tools help streamline processes and enhance the overall learning experience for participants.

One of my successful programs involved a comprehensive onboarding solution for new sales representatives. I conducted a needs analysis, collaborated with cross-functional teams, and tailored content that encompassed product knowledge and sales techniques. The result was a marked increase in sales performance and faster ramp-up time for new hires.

I actively seek and incorporate feedback through surveys, focus groups, and one-on-one discussions following each training session. I analyze this feedback to identify areas for improvement, adjusting the content or delivery method accordingly to ensure that the program remains relevant and effective for the participants.