Use this sales trainer skills assessment to support career development, conduct training needs analysis and test competence.
Complete this sales trainer skills assessment in 5 to 10 minutes.
The results are presented at the bottom of this page in real-time.
Rate sales trainer skills against twenty-eight statements addressing nine aspects of sales trainer competence.
Substantiate self-assessment by answering corresponding validation questions.
Identify strengths and weaknesses, opportunities and vulnerabilities.
Use the feedback to guide learning, select training, plan study, and drive development.
Sales Trainer Skills Assessment Instructions:
To take the sales trainer skills assessment, score yourself on each of the knowledge and fact statements below. Enter a score between 1 and 10 in the boxes adjacent to each statement.
Score according to the degree of truth in each statement.
For example, give yourself a high score if you can already teach others how to accomplish the thing expressed in a statement. Enter a middling score if you can think of a few ways to achieve the outcome. Give yourself a low score if you are unsure how to get the thing done or achieve the result.
Answer the validation questions in your mind to check the accuracy of your self-assessment score.
Make your score reflect reality.
The data is not recorded so you only have yourself to mislead.
Your total score and a chart showing your strengths and weaknesses will be updated in real time at the bottom of the page.
1. I have established my credibility as an expert in the subjects I address.
How would you substantiate your expertise if asked to do so?
2. I have very good questioning skills and find it easy to cause participants to share their true thoughts and feelings. I am able to draw out sensitive information including disagreement, criticism, and thoughts that may make a participant feel vulnerable or foolish.
Who are the people who would broadly agree with your self-assessment score for this statement?
3. I use thoughts and thinking to affect learner outcomes.
Can you think of three ways that you use thoughts and thinking to affect learner outcomes?
4. I know how to have listeners think what I want them to think, without telling them what to think and I use this know-how to help learners arrive a the right conclusions for themselves.
What method or technique do you use to have people think what you want them to think, without telling them what to think?
5. I am conscious of the nonverbal communication that I project while speaking in training situations and I take care to ensure that my nonverbal communication is consistent with the things I say.
What do you do to ensure that your nonverbal communication is consistent with the things you say?
6. I am conscious of the nonverbal communication projected by others and take it into account when evaluating the things they say.
What are the main five signs that give insight into another thinking?
7. I am very good at explaining new ideas or complicated concepts in an easy-to-understand manner.
What do you do to explain complicated concepts in an easy-to-understand manner?
8. I have very good coaching skills.
Can you list five ways that coaching is different from training?
9. I notice and make allowances for the differences in personality style, communication traits, and learning preferences so as to maximise rapport and understanding for as many participants as possible.
What are the personality styles that you look out for and how do you adapt your communications to help?
10. I know how to make a great first impression on everyone, every time.
What are the things you do to make a great first impression?
11. I understand how to quickly gain rapport with people and habitually use my knowledge to increase harmony between myself and the people I interact with.
What do you do to establish rapport with people?
12. I habitually learn the intended learning points associated with each section, module, and exercise in a course so that I can deliver the material without referring to notes or slides.
Validation: Explain the method or methods that you use to memorise the learning points of the material that you deliver.
13. I know how to have anyone come to think of me as a trusted advisor.
What do you do to cause people to trust you?
14. I prepare thoroughly for all training engagements.
What do you do to prepare thoroughly for a training engagement?
15. I know how to transform hostility towards me in the classroom into respect and cooperation.
What do you do to transform hostility towards you in the classroom into respect and cooperation?
16. I know how to transform conflict between participants into toleration and harmony.
What do you do to transform conflict between participants into toleration and harmony?
17. I know how to make learning messages memorable.
What do you do to make learning messages memorable?
18. I make very effective use of flip charts in classroom training sessions.
What techniques do you use to make effective use of flip charts in a classroom?
19. I know how to run very effective brainstorming sessions.
What do you do to make brainstorming sessions effective?
20. I understand how the mind filters out information and selects what we have in mind to hear. I know how to counter this tendency and listen attentively when I need to. I make use of specific techniques to enhance my listening skills.
What techniques do you use to enhance your listening?
21. I am very good at facilitating group decision-making.
What methods or techniques do you use to facilitate group decision-making?
22. I am very good at bringing subjects to life in a way that energises and engages participants, even when a subject is very dry or technical.
How do you make dry or technical subjects energising and engaging?
23. I am very good at creating or organising mini-exercises or role plays on the fly, to help participants fully understand learning points.
What types of mini-exercises or role-plays did you employ in your last training delivery?
24. I habitually memorise the names of all participants so that I don't need to rely on name cards when delivering training.
What techniques do you use to memorise participant names?
25. I know how to recognise and renew ebbing energy levels in both real and virtual classrooms.
What are the signs of ebbing energy levels amongst participants and what do you do to re-energise learners?
26. I know how to build humour into training through planning and impromptu opportunities and use this ability to make learning more memorable and enjoyable.
What do you do to create humour in training classes?
27. I know how to construct and use stories to make training more interesting and increase learning retention and I use this knowledge to prepare, remember, and tell appropriate stories when I am training.
What are the important aspects of storytelling?
28. I am interested in obtaining feedback and tracking training impact to reflect on my performance and continuously improve my delivery.
What do you do to collect feedback, learn about impact, and improve training delivery?
Sales Trainer Skills Assessment Score Guide
If your total score for the sales trainer assessment is over 240, could you have been overly optimistic in your assessments? Whatever your scores, the chart reflects strengths and weaknesses. Working on strengths can be very rewarding. Weaknesses can sometimes be ignored if they are not causing lost business or others to perceive incompetence.
Don't leave it here. Decide your next steps. Action is the key to all progress.
Here are some suggestions:
- Decide what you want to improve and make a plan. How to Get Better at Anything
- Schedule a call with the assessment author for an informal review (free) or a structured review.
- Set up a regular performance coaching arrangement.
- Get emergency training preparation support.
- Take our presentation skills course, one-to-one or as a group.
No data entered on this page is recorded so if you want to keep your scores, save the chart to your device. For PC's, right-click on the chart and select save-as. For mobiles, take a screenshot.
If you have found this sales trainer assessment useful, add a comment below to encourage others.
- Sales Training Skills Assessment
- Sales Trainer Staff Appraisals
- Development Guidance
- Training Needs Analysis
- Interview Preparation
- Sales Trainer Selection
- Career Planning
If you are looking for a way to assess sales trainer skills or conduct a sales trainer training needs analysis, this assessment offers a readily accessible solution. For validation or train-the-trainer services, telephone +44 (0)1392 851500, send an email to firstname.lastname@example.org or use the contact form here.