Corporate Academy & Talent Development
- Consultative selling to stop being 'order takers'.
- Real Ownership: the team feels owner of the result.
- Acceleration of learning curves in design and installation.
Neurosales School
I train the sales team to stop selling products and start selling solutions. We apply consultative selling techniques (SPIN) to learn to diagnose the client's real need before proposing any design, defending value over price.
SPIN Methodology
Strategic questioning techniques to discover implicit needs.
Diagnosis vs Prescription
Protocols to understand the problem before proposing the technical solution.
Value Defense
Psychological tools to protect the margin and avoid price wars.
Technical Consulting
Transformation of the salesperson into a trusted technical advisor.
Desarrollo de Talento
Career Plans & Motivation
I design incentive systems and professional development that reward excellence, not just volume. I foster real 'Ownership', ensuring that each team member is aware of how their precision affects profitability and client recommendation.
Quality Incentives
Bonuses linked to incident reduction and final satisfaction.
Growth Paths
Clear professional evolution maps to retain key talent.
Accountability Culture
Systems for each area to take full responsibility for their deliverables.
Operational Leadership
Training for middle management to manage with a system mindset.
Immersive Technical Training
Programs designed to reduce the adaptation times of new technical profiles. I implement practical and visual methodologies that transfer the company's critical knowledge in a structured way, preventing 'know-how' from being lost with people.
Practical workshops on detailing and technical interpretation.
Visual manuals for assembly and design standards.
Mentor-apprentice tutoring systems with progress KPIs.
Simulations of incident resolution in real sites.
Frequently Asked Questions (Talent)
Q1.Why invest in training if they later leave?
Worse is not to invest in them and have them stay. The goal is to create an environment where professional growth is aligned with company success.
Q2.How long does it take to notice the change in sales?
The mindset change is immediate with the SPIN technique, but the consolidation of commercial authority is usually seen in the second quarter after training.
Q3.How do we measure real motivation?
Through the Ownership indicator: the team's initiative to correct errors before they reach the client and their commitment to quality standards.
Q4.Is technical training for veterans or rookies?
For both. For rookies it accelerates the curve; for veterans it standardizes knowledge and allows for safe delegation.