At Whistle, we provide some of the best training in the world, using some of the most advanced techniques available today. Why? We believe that an educated SDR is destined to be successful. Investing in one’s education is all about the ‘long game’ and reaping the rewards down the line. We look at why education plays such an important role in the development of an SDR and the organization as a whole.
A company should invest in the education of their staff. It not only results in a better, more polished team, but also shows employees that they have value to the organization and that they are worth investing in. That being said, it is not just the responsibility of the company to educate employees or encourage them to take up an educational path. Individuals should want to grow and develop in their roles. If the individual is comfortable in their role and shows no desire to grow, develop or engage in educational activities then it is safe to assume that they will resist any changes in the organization that go contrary to the status quo. (No matter how positive those changes can be in the long run!)
Like any investment, education requires commitment, willingness and a desire to see the end result. Our SDRs have to be willing to invest their time and resources towards their learning objectives. More than anything else, individuals need to recognize that learning is an investment in their future selves and that all types of learning, whether formal or informal, have immediate and tangible benefits.
Our ethos at Whistle is that the environment of the organization should not only encourage learning but should enable it too. The ‘traditional’ concept of organizational learning being a ‘top-down’ process goes contrary to any organization’s desire to create dynamic learning amongst its members. Peer learning is a priceless byproduct of an openly collaborative work environment. People relate to their peers rather than managers or trainers. They know that their peers have been where they are, and have faced similar challenges at some point in their careers. An SDR is more willing to ask colleagues for advice and the more experienced team members are always willing to share their knowledge. According to our CEO, David Zeff, “Everyone has something to teach. If it works for you, share it.”
If an individual cannot see or comprehend the destination, they will never want to embark on the journey. An SDR needs to see the benefits and intended results of learning initiatives in order to ‘buy in’ to the process. A great strategy to adopt when presenting learning opportunities to employees is to begin with the end in mind. Show them the destination, explain the journey and then help them to take the steps.
Our SDR team is constantly exposed to a learning environment. This makes them better able to adapt to a client’s needs and company culture. The ability to easily assimilate knowledge and apply what they have learned, makes them an invaluable asset to any organization.