Elite Commander Beta Testing

Posted on 21st June 2022 | by Michael Parker | Leave a Comment

After two years in development P2L’s highly anticipated leadership based game Elite Commander has officially reached beta testing. Elite commander is a game that both incorporates fast-paced shooter elements & relevant leadership skills into a cohesive package.

The P2L team has employed a slew of beta testers from different age ranges to play, analyze, and critique the game for further development. The utlization of this method helps game developers find bugs, inconsistencies, and make overall improvements to game health.

Elite Commander Beta Testing Simulated Image

Elite Commander is P2L’s immersive new leadership game, one where you’ll learn relevant real-world skills in the confines of a fun, chaotic map. Your player will lead a team of three soldiers; a sniper, medic, and brute as you traverse a harrowing battlefield. You’ll have to rally your troops, and effectively work together to achieve success.

Play-testing elite commander is open to everyone, and those who participate will receive free in-game cosmetics. In a play-tester, we’d look for someone with an eye for good content, and a knack for constructive criticism. The process is designed to weed out any inconsistencies, bugs, and playability errors within the game itself. Most play tests last for at least 4-6 rounds, as the game development process is long and intricate.

If you’d like to contribute to Elite Commander Beta Testing, please let us know here.

It will be available to play on both PC and Mobile.

Companies that Resonate with Millennials and the Y Generation

Posted on 4th January 2022 | by Michael Parker | Leave a Comment

Companies that Resonate with Millennials and the Y Generation

Millennials are some of the most ambitious people in the workforce, because to their natural knack for technology, social media, and creativity. They are self-starters with an entrepreneurial spirit and a desire to succeed, which makes them perfect candidates for businesses.

Who are Millennials?

They are those born between 1981 and 1996 and have been dubbed the “always connected” generation because of their intimate interaction with technology. According to research, historic events such as the Great Recession, 9/11, and the election of Barack Obama, the first African-American president, have changed their views.

chart defining generations by year of birth

As a business owner, one of the most important decisions you’ll have to make is who to recruit for your staff. Do you want a workplace with a mix of ages, or do you prefer exclusively older staff or millennials?

Only by conducting thorough study and being certain of what each generation can provide to your organization will you be able to make the best option. As a result, let’s begin by recruiting millennials.

Why are Millennials important?

At every turn, this generation defies preconceptions. Millennials, who are sometimes unfairly characterized as entitled or lazy, work long hours in the office—over 40 hours per week is the norm. And, contrary to common opinion, “fun” benefits like ping pong tables and in-office beer kegs aren’t required to entice millennials. Millennials are picky when it comes to their favorite benefits.

You’ve undoubtedly heard a lot of negative things about employing millennials. However, the majority of these reports were most likely overstated or the consequence of significant age gaps in the workplace. There are worse recruiting blunders you could make than employing younger talent, believe us.

Even if you truly want to avoid millennials, you’ll soon run out of talent since the Baby Boomers have all retired, and Generation X will shortly follow suit.

Social concerns are particularly important to millennials.

Hiring millennials, like hiring any other young group, keeps your business current with social, entertainment, and other industry trends. Millennials provide a new viewpoint to marketing and can develop methods that appeal to newer generations of customers.

When you hire millennials, you won’t have to worry about your company’s image being tarnished because they are extremely sensitive to social concerns.

Because people will speak out if your project or marketing campaign offends one segment of the community, you may already edit it out internally so that when it is released, it will be well-received by the whole community.

They are adaptable and agile.

Another advantage of recruiting millennials is that they are skilled at understanding the larger picture. This helps kids to be adaptable and flexible.

Millennials were raised in a world that was constantly changing. They’ve learned to react quickly in this unpredictably changing environment. That’s why they’re not scared to switch employment if they don’t see any progress, which is sometimes misinterpreted as impermanence.

How can employees attract millennials workforce?

Assist them with college loans.

It’s no wonder that repayment aid is a popular benefit, given that the average graduate enters the job with more than $30,000 in student loan debt. For many young professionals, paying off an undergraduate degree is a top priority. Adopting this cutting-edge employee benefit is highly sought after, and it will certainly set you apart from the competition.P2L training and development programme.

Providing wellness programme in the workplace

Millennials are more aware of their mental health and well-being than previous generations. They desire to maintain their emotional, psychological, and physical health.

This means that a small business that provides holistic health programme like yoga, complimentary gym memberships, stress management, and nutritional consulting may be more desirable. Offering nutritious snacks for free or at a reduced price throughout the day is another success with the younger generation, and it will help enhance employee wellbeing.

Provide them with chances for growth and advancement in their careers.

The majority of millennials are just starting out in their professions. They desire to learn and progress as much as possible, thus if you want to hire millennials, you should provide training and development opportunities.

You can recruit the most ambitious workers by introducing career development programme. Offering international relocation, for example, allows Millennials to improve their abilities, advance their careers, and get unique and significant experiences in another country. Promoting a learning culture also gives the younger generation a feeling of purpose, which may assist encourage them and propel your organization ahead.

P2L offers a wide range of courses for employee development and team- building which can be customized as per your business needs. Most importantly these learning programme can be learned while playing. They are not some board room slides or PDF pages that employees need to scroll through and get some certification.

Our recently launched 3D leadership games are one of our best sellers, where your employees can play in a battle field like situation and sustain in game while ensuring their team is safe.

All our activities primarily focus on user having fun while learning, contact us today to know more about our fun learning programme.

Conclusion

The notion that hiring millennials is a bad idea is another example of how stereotyping is a major issue in today’s environment. The fact is that whether or not someone will be a good employee is very subjective.

However, because you can’t conduct job interviews without preferences, these facts are an excellent place to start when deciding where to hunt for fresh talent. Read them over carefully to see whether these attributes are a suitable match for your company’s requirements. If you answered yes, begin looking for new workers among millennials; if you answered no, define your goals and determine which generation has the most of them.

Are you an (unconsciously) biased employer?

Posted on 11th November 2021 | by Michael Parker | Leave a Comment

graphic of employers unconsciously biased

What is Unconscious Bias?

Unconscious bias refers to attitudes or prejudices that influence our perspectives, actions, and ability to make decisions. The scientific evidence is compelling in this area. It reveals how unconscious bias is activated automatically and influences how we think daily. It also has an impact on hiring and assessment processes, as well as contributing to a lack of diversity in the workforce.

Everyone is biased, yet the phrase bias makes some individuals feel as if they’re being slandered. So, while you’re reading this blog, I’d like to put your mind at ease. I’d like to invite you to be open to new ideas if you’ve come here because you’re curious about the title you just read.

Why unconscious bias matters to business?

Every decision made regarding a person costs us and the firm money, from the time we’re employed until the time we’re promoted, passed over, fired, or quit and when we make a bad mistake, we rush to the nearest online employment evaluation site to leave a negative review.

When you factor in the prejudice that occurs throughout the writing of the job description, the start of recruiting, the conduct of interviews, the making of hiring decisions, and the consideration of promotions, the issue becomes even more complicated.

Bias has a big impact on our careers, even if each bias is small. The consequences are serious and multiplying. And, while we continue to raise awareness about unconscious prejudice, we must remember that candidates are beginning to evaluate job offers based on a company’s reputation and diversity management.

The impact of bias

It’s natural to look for coworkers with whom we have something in common when we’re at work. Perhaps we grew up in the same town, have children who are friends in common, attended the same school, or have friendships or networks.

While it’s natural to want to share things in common, it’s critical that we don’t let our familiarity influence our decisions. Unconscious bias occurs when people make judgements based on preference or similar background. Employees leave the organization when they see others promoted based on relationships rather than merit. Employee turnover caused by unconscious bias is a costly blunder.

Turnover is expected to cost businesses $22,000 per employee. That is a substantial sum. Worse, some sources estimate the cost of replacing an employee earning $100,000 or more per year to be significantly greater. On the other hand, training and development to make your staff aware of unconscious bias costs a fraction of that, at only $1200 per employee.

So, why not use training to re-engage your employees? It’s a lot less expensive and better for employee morale. What if we invest in training and development for our employees and they leave? What happens if we don’t and they stay, is the response.

Have you ever worked somewhere where there was unconscious bias, a lack of diversity, or inequality? How was it dealt with? What ideas would you offer to make your workplace a better place to work? Because we can both be victims and perpetrators of unconscious bias, the impact of bias is complicated. However, if we commit to remain vigilant, we can begin to have a good impact.

So, what are we going to do with all of this new information?

Understanding and combating your own personal, unconscious bias is the first step toward leading and being a member of an inclusive team. Learners will develop critical self-awareness by identifying potential blind bias, learn practical, easy-to-apply bias-fighting tools, and construct an action plan to maintain bias awareness across the business in this programme. I hope you liked learning about this unusual subject and found it useful. It doesn’t have to be difficult to address unconscious prejudice and diversity challenges. And by working together, we can improve the lives and livelihoods of many more people. To learn more about this training programme contact P2L.

Socrates’ Influence on eLearning Methodology

Posted on 2nd November 2021 | by Michael Parker | Leave a Comment

Socrates and eLearning.

Philosophy and Technological Education.

Ancient and Modern world.

One of the best initiatives that has ever been undertaken by P2L and is actually the highest purpose for bringing two different worlds together. Raising awareness about issues that affect us on the global, local, or even personal level.

The one-sided approach to education ends with P2L. As a writer, learner, and, most importantly, human being, I am a part of that remarkable transformation.

From the introduction, I hope it’s clear that this isn’t the usual blog article. This isn’t a blog post you will read and think, “Oh, what a waste of time that was.”

And don’t get me wrong, that’s not due to my writing abilities, even though I really hope that helps.

That’s because this is a groundbreaking theme. But without further ado, let’s get to our topic.

Socrates – Pursuit of Truth

Socrates, above all else, was an engaging personality. Yes, he was a philosopher. Yes, he was famous. I also get that he is a historical figure.

But Plato actually gives us the account that Socrates is someone who will challenge you until the end of time. His ability to argue about his beliefs was impeccable.

It didn’t matter who it was that engaged in dialogue with him. Everyone was seen in the same way by Socrates.

Everyone was seen as a person who is far away from the actual good. Far away from the truth.

Socrates – Argumentation

Socrates was there to lead them to the truth, even if that meant that everyone was frustrated with him, wanted to punch him in the mouth, and even ostracise him from the city.

His speech, the power of his argument, and most importantly, the administration of justice in his soul was too much for his enemies. They managed to kill him, but his soul managed to stay alive, and his spirit will probably survive until the end of time.

Socrates was the man that would play on a team, lose the basketball game by 50 points, and then convince everyone on the court that his team won.

And they would believe him because he would construct an argument to which there could be no counterargument.

Nonetheless, it wasn’t always a smooth process for Socrates.

He wasn’t always the man everybody feared because he could beat them with polite words and powerful arguments.

Socrates – Values

Socrates started as a learner. In the same way that everyone starts, either in the self-paced web platform of e-Learning, or at a university with professors and students constantly practicing their work as individual philosophers or individual rhetoricians.

Don’t get me wrong; there’s a strong connection between the two here, and it’s crucial to identify it.

The connection has to do with three essential values: Discipline, Humbleness, and Curiosity.

Discipline

Socrates had the discipline to state that he didn’t know everything. He knew that, sometimes, he lacked significant knowledge.

Even if it’s an e-learning process, being on your high-horse or even humble-bragging about the things you have or are on track to achieve is actually an anti-Platonic value.

Humility

Humbleness is the second value that isn’t focused on discipline, but about challenging others and even challenging your inner soul.

Only humbleness comes with challenging yourself and also challenging others but pay attention. Even in the modern-day process of challenging education and learning, you will have to do that with respect and humility.

This is the only way it will work for your interest and the other person’s benefit. If the challenge comes from a place of arrogance, it won’t be deliberative, and it will not be Socratic in any shape or form.

Curiosity

The last value is curiosity.

When it comes to deliberative learning, interest won’t kill the cat, but will make it a more intelligent animal. Human beings are rational and reflective animals.

When you see something, even within the e-Learning process, continue to be more curious because the ends satisfy the means.

Suppose curiosity is about showing off, not actually learning, and pursuing your own personal benefit. In that case, I’m sorry, but this isn’t the way to go. If curiosity comes from doing everyone better and reaching a higher level of understanding, then the ends justify the means.

After several years of studying Socrates, I firmly believe that when it comes to modern-day processes such as e-Learning, people should consider these Platonic values.

They will push them to achieve the next level while also spreading awareness and helping others to reach new limits, with the end goal being clarity, peace, justice, and knowledge.

Sales: Who Should You Hire, When and Do You Need More?

Posted on 26th October 2021 | by Michael Parker | Leave a Comment

You are starting as a small startup; you are getting more and more wins in the game called business. Sales, sales, sales. Nothing else. The product you have created, the service you have provided, and the brand you are advertising are doing great numbers.

One of the most frequent questions asked in this particular circumstance is the following: “Who should I hire for Sales? Do I need more than one person?”.

Lesson #1: When Should You Hire for Sales?

This is a reasonable question, and P2L is here today to provide a truthful answer. Nonetheless, after a great experience in the business world, our expectations would suggest one crucial thing to address.

Before the question of who, it is most important to address the question of when. When should I hire for Sales? That is the indication of professionalism, maturity, and adaptability.

People might get too excited with their first profitable products and hire a salesperson or team at a very early stage, making it tougher to provide both them and the company with the resources needed.

Others might be overly patient with this approach and try to save their resources as much as possible, but when they hire a salesperson, it will probably be a waste of resources since the company has adapted to a pattern without a sales team.

Lesson #2: Why Should You Hire for Sales?

So the first and most important question that you have to ask yourself about hiring a salesperson is whether you need it or not? Most importantly, an asset or a liability depends on how the company has worked through time. As Gary Keller says in his groundbreaking book, The One Thing, “All outstanding achievements are the result of sustained focus over time — all of them.

The same rules apply. The sales world is a dirty place. You will be under constant war. So, in other words, you need to find the best troops and put them in the right place and at the right time.

Nevertheless, what does this mean for ordinary people like you and me that did not study rocket science?

In possibly the most straightforward words, it means that sales are amongst the top-3 powerful parts of the company. The only thing that you have to do is treat it that way. Furthermore, people will always love to state generalities and make it like “when you have the right person, your inner self will know,” etc.

Lesson #3: Who Should You Hire for Sales?

Well… that is partially true. What you genuinely need is experience. I do not care about their character. I care that they know what they are doing. Personally, with 2 minutes remaining on a Super Bowl Final, I would not give the ball to the rookie when I can use Tom Brady for the last play. Would you?

sales

As I said before, the sales world is a weird place. Are you not competent enough? They will eat you alive. Moreover, I am entirely aware of the fact that the truth hurts. Nevertheless, you cannot unsee the truth once you have seen it; you can sugarcoat it, but you can never change it.

Lesson #4: Do You Need More Than One Salesperson?

It is the same thing as in the “Do You Need More Than One Person?” Question; why would you not? Most importantly, this goes back to the question before concerning the perfect timing for hiring a salesperson. Of course, you should hire another one. Right away. No questions asked.

If you want to hire a person and you are at the right timing, you will have the financial resources to hire another candidate.

Last but not least, know where to be harsh on the salesperson you hire and know where to show understanding. Be harsh for someone who wants to become “the man” with two years of experience but don’t be harsh in the same way to someone with seven years of experience, one failed company in the books, and many other ups and downs. These people are still there because they have a dominating mentality, and their ‘heart’ is made out of steel.

Key takeaways from today’s article:

The right time to hire a salesperson is when you have both the company’s financial resources and an efficient agenda, which has been proven to lead to results.
Be aware that this is the process that will determine the next 2-5 years of your business.
Try to find someone who will challenge you and won’t only listen to you, but will have the experience to also teach you.
Should you have the resources, hire more than one salesperson. If you build a competent team, the results won’t take long before they reveal themselves.

Embrace Workplace Diversity With Inclusive Leadership

Posted on 25th June 2021 | by Michael Parker | Leave a Comment

What is inclusive leadership?

Workable defines inclusive leadership as the capacity to manage and lead a heterogeneous group of people efficiently while respecting their uniqueness in an empathetic, bias-free way. It’s an authentic leadership style that rules out discrimination, bias, and favor based on color, race, and other protected characteristics and allows employees to feel valued for their own input.

Why is inclusive leadership important?

We live in a world that is rapidly changing and constantly evolving. Most organizations have employees from different parts of the globe. This poses an opportunity for progressive leadership where there’s room for diversity. This is where inclusive leadership comes in. Inclusive leadership is essential for making sure diverse thinking is respected, managed, heard, and applied. This can make way for diverse perspectives, opinions, and insights to co-exist. Inclusive leadership can give organizations a completive edge to promote inclusivity and diversify the market as a whole. And in today’s day and age, an organization that is respectful of all and inclusive in its working processes become the most sought-after place to work for. This invites the creamy layer of talent and clients alike.

Who is an inclusive leader?

A leader who is aware of his prejudices and knows how to overcome them would be an inclusive leader. He/she is good at making sure everyone is respected and heard. Most importantly, he/she ensures that everyone in their team feels important and valued. Inclusive leaders adapt to diverse situations and incorporate best practices to uplift their team members. They explore diverse scenarios and alternate perspectives with an open, non-judgmental mind to help their team members work toward a common goal.

What are the top qualities of inclusive leaders?

According to Deloitte, these are the top strengths inclusive leaders possess:

They’re loyal ambassadors of diversity and inclusion – they never miss a chance to spread the word of D&I significance at work.
They accept that they’re vulnerable and show it.
They combat old-fashioned paternalistic leadership styles.
They’re aware of their own biases and challenge their habitual patterns.
They’re excellent communicators – i.e., they’re curious and great listeners.
They understand and adapt to various cultural norms.
They’re team players, eager to help and do what’s best for the team.

What is the inclusive leadership course all about?

This is not diversity training. Training that focuses only on diversity is ineffective and not truly reflective of the needs of our workforce. Inclusive Leadership helps individuals build self-awareness by uncovering blind spots, introducing a language to discuss inclusion, and providing practical tools that they can immediately apply to contribute toward an inclusive culture. Through this experience leaders and individuals move beyond surface-level conversations to authentic self-reflection in order to develop their skills in creating inclusive environments. This experience creates a launching point for new habits so that leaders can have an impact at work and beyond.

Key Content Areas:

Definitions for diversity and inclusion
The business rationale for inclusion
Your role as an inclusive leader
The basics of unconscious bias and its impact
Microaggressions and non-inclusive behaviors
The power of inclusive communication and how to create an environment of curiosity
The role of inclusion in team culture

Outcomes for Participants:

Knowing the role of inclusivity in advancing organizations
Increasing awareness of unconscious bias and using an empathetic approach to dealing with it in ourselves and others
Developing the ability to address microaggressions
Using practical tools to increase inclusive communication
Managing bias effectively and positively affecting the larger company culture

Conclusion:

To adapt to changing times, we must embrace change. Similarly, for organizations to achieve utmost success, they need to be progressive and forward-looking. Inclusive leaders are thought leaders who are also promoters of a diverse workplace. They make sure to be inclusive in their thoughts and actions. They aim at a better overall performance by advocating for diversity, equity, and inclusion. Inclusive leadership promotes workplaces that are free of judgment and are open and trusting. If you’re looking for a course that takes you diversity, equity and inclusion then this is exactly the course for you.

To enroll, contact P2L today!

Importance of Communicating with Clarity in Different Aspects of Life

Posted on 13th May 2021 | by Michael Parker | Leave a Comment

Communication across the globe has become more convenient thanks to technology; however, it has also made keeping up with the different messages they receive more difficult.

Our constant connections have led to an inability to communicate clearly, which is especially problematic for remote workers.

Many of us have either received or sent unclear messages at some point. In these situations, communication tends to crash and burn, requiring time and effort to rebuild.

How do you communicate effectively? & Why is it important?

Effective communication is the process of delivering, receiving, and comprehending a message successfully between two or more individuals.

It involves sharing information between members of your team in a way that reflects what you want to convey, what you say, and what your audience understands.

What role does clarity play ineffective communication?

To keep the reader interested, your message should be clear so that they don’t wonder what you are talking about. Identify the format you want to use with clarity and examine your goal or purpose.

Readers shouldn’t have to guess what you’re trying to say.

3 Key Ways To Create Clarity in Communication

CLARIFYING YOUR TRUE PURPOSE

Communicate the mission of your organization clearly and stay true to it. Building a motivational and engaged team culture begins with this step.

Your staff will feel a sense of belonging when your purpose is communicated clearly, concisely, and consistently to reinforce that they belong to an organization united by a common purpose.

CLEARLY DESCRIBING STRATEGY STATEMENTS

A clear organizational strategy that aligns with your mission must be determined and communicated.

Concrete short- and long-term objectives should be clearly communicated to encourage each department and project team to develop milestones, which ultimately support the achievement of organization-wide objectives. The consequences of failure can be severe.

CLARITY ON MAJOR RESPONSIBILITIES

Make it clear what each role is responsible for and what expectations there are.

Improve team clarity by encouraging employee feedback so you can better understand the practical needs of your employees.

As a leader, you can build a healthy, sustainable culture for your organization by ensuring clarity of purpose, clarity of strategy, and clarity of responsibilities. You can use clarity to drive your people toward a better future instead of allowing disorder or blaming each other for disengagement.

Communicating with Clarity Course

P2L’s Communicating with Clarity course is designed to help you and all of your employees ensure they are following the major skills that will enable your organization to get its message across and avoid any possible problems.

Learn more about it on P2L’s Leadership Development page!

Building a Global Perspective is important for your future success

Posted on 10th May 2021 | by Michael Parker | Leave a Comment

A Global Perspective: What is it?

With a global perspective, you gain a deeper understanding of yourself, others, and culture, as well as the dynamics that shape it.

Being aware of globalization and how each region of the world is interconnected economically, politically, and socially play a role in having a global mindset.

What can you do to become more globally aware?

Experiencing a different culture and gaining experience outside your comfort zone are great ways to develop a global perspective.

As a result of long-term cultural exposure, you can develop a heightened sense of normality and learn about how culture shapes values and circumstances.

When you work abroad, you will gain professional experience in an office with a different cultural influence as well as gain a better understanding of how a company operates.

Companies Going Global

Having a global presence requires success in new markets, as well as avoiding cultural pitfalls. Business leaders generally focus on expanding into new languages, opening more offices, supporting new currencies, and so on, but that’s only half the story.

It is vital for companies to be operationally ready to fully realize the potential of their international strategy, and this means integrating global thinking into the culture of their organization.

Let’s take a look at some of the many ways that can be taken to achieve this in order to promote global growth.

Become a globalization guru

It is a common misconception that you can design a product for your home market and introduce it internationally. Finding the links between strategy and execution requires looking at what employees think, not merely what they do.

People should instead think about products, features, campaigns, and processes in terms of their ability to be deployed across multiple markets from the beginning.

Accumulate more international experience

Gaining more international experience is the single best way to accelerate the process of going global, but it’s not easy or quick.

Form a global steering committee

Creating such a group will help identify challenges to your international businesses and create plans to solve them. This is another way to highlight the importance of globalization.

Each division should have a representative attend, along with senior executives, who can discuss key international performance metrics and analyze why certain goals were not achieved.

Building Your Global Perspective Course
P2L’s Building Your Global Perspective course is designed to help you and all of your employees ensure they are following the major skills that will enable your organization to develop a global perspective.

Learn more about it on P2L’s Leadership Development page!

How High-Performing Teams Can Help Your Company Succeed

Posted on 6th May 2021 | by Michael Parker | Leave a Comment

It is clear that if you have never led or worked within a high-performing team, you have not experienced one of the most rewarding experiences of your professional career.

What is a High-Performing Team?

A team is a collection of highly qualified members aligned with a common business objective committed to sharing important values and vision.

Their results are consistent and reliable owing to their ability to solve problems creatively and efficiently.

Although the fact is, no team is perfect, but it’s not impossible to be part of a high-performing team.

How to Build the Optimal Team?

Now let’s dive into some of the key factors that can make your organizational teams better than ever.

Understand your employees better

Knowledge of your employees is important. Knowing what motivates, pushes, and frustrates them will help you form the best team you can.

Planning is always better than your intuitive feeling when it comes to building high-performance teams. Spend some time with each employee, both inside and outside the office, to get a better insight.

Getting a clear picture of your options will make the process much more quick and easy.

Define roles clearly

Each member must be clear about his role. Any miscommunication at the individual level will adversely affect the team as a whole.

The roles assigned must be compatible. High-performing teams don’t do it by instinct. Their decisions need to be driven by a defined logic.

Working together effectively requires members to be aware of their responsibilities.

Don’t hold back on innovation

Keep your team members’ imaginations flowing and let them find creative new ways to solve business problems.

It’s best to criticize an idea if you’re going to put constructive criticism into practice no matter how foolish it may sound at first glance. Innovation reaches us from unlikely places. Maybe that person who doesn’t look like one has some great ideas in his mind.

Feel free to express yourself.

High-Performing Teams Course

A high-performing team is a strong asset to any company. One could also say they have a competitive edge. The task of building teams must be taken seriously in modern organizations.

It is difficult to believe that tens of thousands of dollars are spent on recruiting new employees only to fail miserably at discovering their true capabilities.

However, to ensure your workplace excels in that area, P2L has the course you need!
It will teach you all the skills that create a High-Performing team allowing your organization to succeed.

Learn more about it on the following P2L webpage.

Why Value Selling is Important for Your Business’s Growth

Posted on 3rd May 2021 | by Michael Parker | Leave a Comment

Value Selling: What is it?

This type of selling emphasizes what the product or service can offer the customer.

This concept encourages Sales teams to understand the client better to make more accurate offers based on their needs. As a result, the seller makes a convincing argument about the benefit they offer can bring to the customer’s business.

These offers are designed to exceed the expectations of the client, detailing the benefits that are to be acquired.

How does it work?

This sales approach’s main concept is that price is not synonymous with value.

Whether you will pay for a product or service is its cost, that is, its price. The value is found in the benefits this investment offers. We must not forget that Value Selling focuses on product/service important benefits in comparison to its price when considering why this approach is appropriate.

Sometimes the client isn’t even aware that they have a specific need before the sales team mentions it. This is the part where the product gains its value.

In what way does it matter?

If a sales team can set up a negotiation process based on the offer’s benefits to the potential customer, then they will gain excellent results.

Let’s closely examine some of the possible benefits and how important it is to competitors in the market.

Price consistency is assured
Value selling is crucial in preventing price reductions. That’s why customers need to understand the product’s features.

It leaves fewer negotiation opportunities to ask for lower prices when focusing on the benefits. In this case, they recognize that the amount they can pay is fair in light of the number of problems they will be solving.

Meanwhile, the seller has more arguments to support the prices they have set.

Converts Objections into Sales

At the beginning of the sales process, sellers face objections that often prove insurmountable. If the sales team exclusively focuses on the solution’s benefits, it is possible to maximize the chances of benefit acceptance.

Providing a solution for the client’s problems can change their perception of the service’s value. As such, the remaining process takes place much more rapidly.

Increase sales

When working with value selling, sales teams with more qualifications can persuade prospects more convincingly. Before any contact with the client, the sales process should be initiated.

To devise the perfect offer, sellers must examine the companies’ needs.

After this has been achieved, the next step likely involves connecting a solution with what a client desires. Only then will there be a feeling that a perfect offer is being provided.

Value Selling Course

To make promotions more accurate and shorter for your sales team. Employees who can deliver value over price would stand out in markets. P2L is offering the perfect course for you!

Learn more about it on our P2L Sales course page.