72 • How they learn (not every person has the same learning style). • What kind of relationship they want with you. 4. Mentor Give them a mentor (another seller who can pro- vide advice and support). 5. Schedule Time for Them Block time on your schedule to spend time with the seller in the office and in the field. Insight from a Talent Professional Mindy Murphy, a certified talent analyst for The Center for Sales Strategy, has this to say about onboarding a new seller: “Onboarding should not end after initial training. It is important that you think about how you can ensure your new hire’s continued growth and de- velopment. Have ongoing conversations about what they have learned and how they are doing against the expectations you put in place. Imple- ment specific coaching strategies to maximize their strengths and work around their weakness- es. Effective onboarding is key to the success of a new hire. When done right, it will increase em- ployee retention, morale, and productivity.” The Choice is Yours This list of onboarding elements is not be-all and end-all. However, it is a great starting point. I rec- ommend managers meet with their HR manager to build out the plan and add in elements cus- tomized to the seller. A plan for a veteran seller might look different than a plan for a first-time, entry-level seller. The choice is yours to manage and coach like the Cleveland Browns or manage and coach like a champion! Kurt Sima VP/Senior Consultant The Center for Sales Strategy