Helping people and businesses sell better
 

To ensure that real learning takes place and endures, we emphasise and encourage a holistic approach by integrating both formal and informal elements. We believe that the most effective way to learn and develop a new skill or behaviour is to apply and practice it on the job and in real life situations.

Our learning and development philosophy is built upon how individuals internalise and apply what they learn based on how they acquire the knowledge.

We rely on the 70:20:10 formula* that describes how learning occurs:
Barrett-70-20-10-Learning-Philosophy
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  • 70% from real life and on-the-job experiences, tasks and problem solving. This is the most important aspect of any learning and development plan. Many organizations agree in theory, but getting it right is another matter altogether.
  • 20% from feedback and from observing and working with role models. - coaching from peers, subject matter experts and mentors
  • 10% from formal training/learning so that participants gain a solid base of knowledge and skills.
At Barrett we believe that the key elements to a successful learning process include both the "70:20:10 formula" and how individuals internalise and apply what they've learned. Therefore we ensure that our approach transfers our knowledge to our clients allowing them to embed the knowledge and skills developed from the interventions so that it can support every aspect of the 70:20:10 approach. We can help you choose the learning opportunity that's right for you or your department.

* 70/20/10 learning concept was developed by Morgan McCall, Robert W. Eichinger, and Michael M. Lombardo at the Center for Creative Leadership and is specifically mentioned in The Career Architect Development Planner 3rd edition by Michael M. Lombardo and Robert W. Eichinger.
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A Semi-Government organisation
Our team worked closely with Barrett's at a time when the market place in which we operate had become increasingly competitive, and as a result our sales team could no longer rely on our strong brand and passive referrals for new business. Leading up to the program our entire sales team completed an assessment to gauge sales prospecting fitness, with the team provided with individualised reports during the program to illustrate suggested strengths and potential weaknesses highlighting areas for development. This included a discussion on mindset around the sales process.Our three day course was introduced to our Regional General Managers on the first day with some specialised coaching training so that we could follow up one-on-one with the sales team once the program was completed. To enable this we were armed with practical tools provided by Barrett's to assist this coaching process, to ensure we could respond to the needs of each member of our sales team. The program itself illustrated the changes that had taken place in the sales process over time, and provided information and action plans as to developing an increasingly successful sales environment within our organisation. We looked at the overall prospecting process including goal setting, lead generation and review.Prior to our work with Barrett's the sales team had accepted a huge challenge to talk to 1000 new prospects over a short timeframe, and initially we heard any number of barriers and excuses as to why this would not be possible, however with the practical lessons gained from Sue, our 25-strong sales team put into practice the learnings from the course, and with the confidence gained we successfully hit the target, with time to spare. Working with a limited timeframe the sales team were able to focus their energy on the prospecting process, and successfully generated a pipeline of enquiries to follow up over the following period.This great result has provided a great deal of motivation for the sales team, and we are confidently looking forward to a productive prospecting future. Thanks Sue and the team at Barrett's for your support.
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