Consult Carson 7/30: “My training is insufficient. What should I do?”

From today’s mailbag: “My training at my job has been insufficient; borderline non-existent.  What should I do to make sure I am adequately trained?”

Carson: The discussion of training begins even before the job offer is accepted; in the interview, one of the best questions to ask is what the training will look like.  It is my firm belief that when a company and candidate enter into a job offer and acceptance, a contract is negotiated.  You are pledging to be the person you committed to being on interview day – that plucky, proactive, productive protagonist who will bring your talent into this new arena and deliver results.  Your new company has committed to giving you the training and resources and support necessary to succeed.  From that moment, you have entered into negotiations on how this relationship will go and it is incumbent upon both of you to continually revisit the agreement to ensure the promises are kept and the relationship sound.

It is quite often that one or both of the parties may falter a bit in their commitments.  Like any relationship, it is key that we work together to address concerns that exist and provide solutions to any and all problems that ail us.

When it comes to training, the onboarding experience is one that sets our early foundation for success; like the formative years of youngsters, it is the experiences we have early that will profoundly impact how we handle and work through future encounters in this role.

1. What resources are available to you for continuous growth?  Even if your training was paltry, surely there are some types of materials available to outline your proposed process, there are plans on which you must execute and there are various sources of reading material or job aids that can assist you in formulating a plan.  Surely, we may not all get the quarter-long classroom training that meticulously spells out every possible outlook and outcome of our role, but even if we just get handed stuff to read we have something to start with.

2. What are your peers doing?  If your experience in a role is that you feel you do not have enough training, what has been the experience of your peers?  What have they done to address any shortcomings in their experience?  What are the best of your peers doing to overcome this obstacle?  Where there’s a will, there’s a way, and if people are achieving despite the obstacle of little direction, you can too.  Don’t let lack of training or support or guidance keep you from being successful.

3. What have you done to address the situation with your leadership?  How often do you have a touch base with your supervisor?  Like the fire and police forces, they are paid to serve and protect – if you are having an underwhelming training experience and do not feel you have the support and resources necessary to be effective and productive, your boss must know about it.  However, it’s all in the delivery – rather than chastising your training or lack thereof, find constructive ways to come to a solution.  Ask them if you can partner with a top performer.  Ask them if they will ride along with you on your sales calls or show you how it’s done.  Ask them what additional materials you should seek out in order to bridge any gaps in your process and understanding.  Get their feedback on how you are performing and ensure that you are coming up with an agreed-upon plan together on how to combat any shortcomings in your experience.

4. Follow up, and re-visit.  The most important facet of any training is continuous training that adapts to the changing environment.  What you were once trained on can become obsolete.  Even the fundamental training you receive needs refreshing and revisiting to ensure that process and basics are always top of mind.  Training also must broach modifications in your environment – if new variables have introduced themselves, new competitors, changing situations – all of these require being addressed by leadership so you can cohesively move forward in the most effective way possible as a unit.

Even if your company lets you down, don’t lay down – a lot of the issues of faulty or fruitless training can be overcome with how you accept and adapt.  Take it upon yourself to seek out the people and resources that can make a difference in your learning experience and your success.  If they have a vested interest in how you perform, it’s likely they will do what they can to help.  No matter what, there’s always something you can do to better yourself, your knowledge of process and your execution and results.  Do everything you can to make that happen!


Carson V. Heady posts for “Consult Carson” serving as the “Dear Abby” of sales and sales leadership.  You may post any question that puzzles you regarding sales and sales leadership careers: interviewing, the sales process, advancing and achieving.  You will also be directly contributing to his third book, “A Salesman Forever.”

Question submissions can be made via LinkedIn to Carson V. Heady, this Facebook page: , Twitter via @cvheady007 or e-mail at or you may post an anonymous comment as a reply to my WordPress blog at the bottom of this page:

Carson V. Heady has written a book entitled “Birth of a Salesman” that has a unique spin that shows you proven sales principles designed to birth in you the top producer you were born to be.

If you would like to strengthen your sales skills, go to

About cvheady007

I am a Christian, Husband, Dad, workaholic and author. Biography Carson Vincent Heady was born in Cape Girardeau, MO, graduated from Southeast Missouri State University and moved to St. Louis in 2001. He has served in sales and leadership across Microsoft, AT&T, Verizon and T-Mobile. Carson is best-selling author of the Birth of a Salesman series, the first book of which was published by World Audience Inc. in 2010. He released The Salesman Against the World in 2014, A Salesman Forever in 2016 and Salesman on Fire in 2020. He is also featured in Scott Ingram’s B2B Sales Mentors: 20 Stories from 20 Top 1% Sales Professionals. Carson is a 7-time CEO/President’s Club winner across 5 roles at AT&T and Microsoft and National Verizon Rockstar winner. He has been recognized as a top social seller at Microsoft and is consistently ranked in the top 25 sales gurus in the world on Rise Global. He is included among the Top 50 sales authors on LinkedIn. With over 330K social followers, Carson has also been interviewed on over 30 sales and leadership podcasts, by such luminaries as Jeffrey & Jennifer Gitomer, Jeb Blount, Brandon Bornancin, Sam Dunning, Larry Levine, Darrell Amy, Scott Ingram, Thierry van Herwijnen, Jim Brown, Sam Jacobs, Luigi Prestinenzi, Donald Kelly, Marylou Tyler, George Leith, Pat Helmer, Eric Nelson, Ron Tunick, Jeff Arthur, Mary Ann Samedi, Jean Oursler, Andre Harrell, Marlene Chism, Bill Crespo, Matt Tanguay, Josh Wheeler and Chad Bostick. He has also co-hosted the Smart Biz Show on EG Marketing Radio. His articles have appeared in several noteworthy publications such as SalesGravy, Smash! Sales, Salesopedia and the Baylor Sports Department S3 Report. Carson lives in St. Louis, MO, with his wife Amy and daughters Madison, Sidonia and Charlotte.
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