Corporate training providers: decision-maker alignment
Use this decision-maker alignment exercise to understand who uses, evaluates, funds and approves the work without dismissing the person in front of you. You are discussing a practical skills workshop with follow-up exercises with a learning lead supporting a sales team. The point of the practice is to make a useful decision together, including recognising when the offer is not a fit.
Agree a stakeholder map and a useful, permission-based way to answer outstanding questions.
The situation
In this fictional brief, participants understand the concept but do not practise it at work. The buyer wants observable practice of one job-relevant skill. Your offer is a practical skills workshop with follow-up exercises, but you must first establish whether its scope addresses the actual need.
A relevant delivery constraint is that participants have different experience levels and limited release time. Treat that as a fact in the exercise; do not remove it to make the sale easier.
| Your counterpart | a learning lead supporting a sales team |
|---|---|
| Offer under discussion | a practical skills workshop with follow-up exercises |
| Evidence available | a sample exercise, scoring rubric and follow-up manager checklist |
| Terms to clarify | Specify preparation, delivery, follow-up, materials and usage rights. |
How to approach decision-maker alignment
A useful question for this stage: “What would help you explain this proposal internally?” Ask it when the conversation creates a reason for it, rather than reciting every question in order.
- Map roles rather than job titles alone. Ask your contact how they would like others involved and what information those people need.
- Ground the discussion in the buyer’s work. Ask: “What should someone do differently on the job after the session?” Listen for a concrete example before making a claim.
- Use evidence relevant to the decision: a sample exercise, scoring rubric and follow-up manager checklist. Explain what it demonstrates and what remains unverified.
- Agree a stakeholder map and a useful, permission-based way to answer outstanding questions.
An industry-specific concern
Buyer: “Our team can watch free videos instead.”
Possible response: “Videos may cover the information. Let us establish whether your team needs explanation, supervised practice or feedback on actual behaviour.”
Why this response helps: it acknowledges the concern, brings the discussion back to a verifiable requirement and leaves room for a different decision. Adapt the wording to what the buyer actually said.
Run the practice
- Prepare for two minutes. One person takes the seller role and one plays a learning lead supporting a sales team. Read the offer and constraint separately from your preferred answer.
- Have a five-minute conversation focused on understand who uses, evaluates, funds and approves the work without dismissing the person in front of you. The buyer should answer consistently with the brief and ask for evidence when a claim is vague.
- Add this challenge: Your contact supports the idea but cannot share an approver’s details. Offer a concise decision brief they can use.
- Pause for feedback. Quote one useful question and one missed opportunity. Repeat the difficult exchange using a different response.
- Finish by writing the actual agreement. A sensible option, when it fits, is to run one exercise with a small group and inspect the feedback. A clear decision to pause is also a useful outcome.
What to avoid
| Common mistake | Asking to bypass your contact because they are not the final approver. |
|---|---|
| A stronger direction | You know the internal process best. How can we help you prepare a useful discussion with the other stakeholders? |
| Scope and claim boundary | Attendance and satisfaction do not prove behaviour change. |
| What to measure in real work | completion and quality of the agreed practice task. Establish a baseline and definition before interpreting a change. |
An example conversation
Who will use the result, and who needs confidence in the decision?
Our concern is that participants understand the concept but do not practise it at work. Also, participants have different experience levels and limited release time.
What should someone do differently on the job after the session?
Our team can watch free videos instead.
Videos may cover the information. Let us establish whether your team needs explanation, supervised practice or feedback on actual behaviour.
What would help you explain this proposal internally?
Your working sheet.
Make the exercise your own. Notes are saved in this browser when storage is available. Download a copy to keep; avoid confidential information on a shared device.
Example: participants understand the concept but do not practise it at work; participants have different experience levels and limited release time.
Example: What would help you explain this proposal internally? Industry question: What should someone do differently on the job after the session?
Example: a sample exercise, scoring rubric and follow-up manager checklist. Attendance and satisfaction do not prove behaviour change.
Example: Propose a clear next step, such as: run one exercise with a small group and inspect the feedback. Confirm the owner and date.
Review your work
This is a reflection checklist, not an automated assessment.
Questions
Who is this corporate training providers exercise for?+
Can I use the example as a script?+
How should I assess the result?+
Fictional training scenario. The dialogue illustrates response choices; it is not a customer testimonial or a record of a real sale.
Explore more sales resourcesTake the conversation further.
Read a practical guide to structuring your sales practice, or explore the current London sales masterclass.
Plan your sales practiceExplore Jordan Belfort in London