Managers' Guide To Using Skill UP

The document serves as a guide for managers on how to effectively utilize the Skill UP! platform to enhance their team's skills and engagement. It outlines the importance of communication, setting expectations, role modeling, and tracking progress in the learning process. Additionally, it provides tips for reinforcing learning, coaching team members, and fostering engagement to achieve better customer relationships and business outcomes.

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Managers' Guide To Using Skill UP

Uploaded by

huyenkhanh.ng2025

We take content rights seriously. If you suspect this is your content, claim it here.

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Download as PDF, TXT or read online on Scribd

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MANAGER GUIDE TO

USING SKILL UP!

TABLE OF CONTENTS
Skill UP! Defined................................................................................................................................. 1

Manager Role ..................................................................................................................................... 2

Tips for Leveraging Skill UP! .............................................................................................................. 4

©Richardson Sales Performance. All rights reserved. www.richardson.com

SKILL UP! DEFINED
As a manager, you understand the critical mission to make
meaningful connections with customers that lead to profitable
growth. Use Skill UP! to strengthen and align your skills, and
then rely on Skill UP! as a powerful skill-development platform
for your team.

This program represents a significant investment in

strengthening our culture and accelerating the skills and impact
of your team. The manager’s role is a critical success factor.
Science proves that without reinforcement and motivation, new
performance levels and results will not be achieved.

This document will help you to better understand what you need to know so that you can amplify your
impact for successful behavior change.

Skill UP! is an adaptive learning platform that offers self-paced microlearning modules in order to create
highly effective learning outcomes. It includes:

• Self-diagnostics to benchmark learning at starting and ending points and to check learning results
along the way

• Video-based scenarios of skills in action — along with skill insights — to strengthen what works
and avoid what doesn't
• Frameworks, models, and best practices for guidance on how to do what works best, including
resources like planners and worksheets

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©Richardson Sales Performance. All rights reserved. www.richardson.com
MANAGER ROLE
As your team members begin their training, there are points of influence in which you can make a
difference in your team’s engagement and learning outcomes:

COMMUNICATING PROGRAM VALUE

• Let your team know that you are committed to helping them strengthen skills and achieve results.
• Link this program to current business strategies and initiatives and how it is vital for success in
increasingly competitive markets.
• Promote Skill UP! as a continuous learning strategy to strengthen team culture and learn more ways
to make meaningful connections with customers.

SETTING EXPECTATIONS
• Emphasize the need to bring the same level of discipline to engaging in this program — and learning
— as engaging customers.
• Encourage team members to dedicate 15-20 minutes each day to complete learning tasks.
• Have team members update their skill development plans with learning and performance goals
related to this program.

ROLE MODELING NEW BEHAVIOR

Science shows that role modeling influences ambitions, motivation, choices, and achievements among
aspirants. Per Motivational Theory on Role Modeling, a role model influences others by acting as a
behavioral model, representing what is possible, and being inspirational.
Consider these steps to establish yourself as a role model in your leadership position.
• Execute the same expectations that you set with your team yourself.
• Complete Skill UP! on time and at a sustained pace.
• Absorb the frameworks, models, concepts, worksheets, and language — and use them with your team
and customers every day.
• Consistently refer individuals to review material and use resources from Skill UP! where you see
opportunities for performance enhancement.

TRACKING, RECOGNIZING, AND ENCOURAGING PROGRESS

You can see how team members are learning and progressing through information on your Coach
Dashboard.
As you lead your team, consider these best practices:
• Check your Coach Dashboard throughout the week.
• Check progress in your Coach Dashboard. Check for good or slow progress on completion.
• Check learning results in your Coach Dashboard. Remember, the Baseline Check establishes a pre-
program snapshot of skills, and the Final Check compares the pre-program snapshot with post-
program skills. Drill down into the results to see where there are specific opportunities for coaching.
• Recognize team and individual success in both learning progress and results along the way.
• Encourage and inspire your team and individual team members where progress and results are not
meeting expectations.

It is important that each team member fully completes each task and module in Skill UP! as they build on
each other to solidify skill foundations. As on-the-job application and sustainment take place, there will
continue to be points of influence in which you make a difference in your team’s engagement and
learning outcomes.
Early in their journey, team members focus on developing and strengthening skills through the Learn
modules. Later, team members will focus on sustaining and applying their skills. Use content from
Reinforce modules — as well as resources— to amplify your on-the-job coaching.
• Continue Communicating Program Value. Make this program relevant to current business
strategies and initiatives, and position it as vital for success in increasingly competitive markets.
• Continue Setting Expectations. Follow up with team members on progress and results toward your
expectations. Have team members continue to update their skill development plans with actions
related to this program. If it is important to you, it will be important to your team.
• Continue Role Modeling New Behavior. Act as a role model, represent the possible, and be
inspirational. If you seek mastery — and demonstrate new behaviors day-to-day to your team and
customers — your team will follow.
• Continue Tracking, Recognizing, and Encouraging Progress. Fully use your Coach Dashboard to
clearly see the learning performance of your team and team members. Link what you see with your
team members to what you see in your dashboard.
• Continue to use your Coach Dashboard. Identify developmental opportunities — and strengths to
leverage — for each team member.

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©Richardson Sales Performance. All rights reserved. www.richardson.com
TIPS FOR LEVERAGING SKILL UP!
REINFORCEMENT
1. Integrate checkpoints into your current one-on-ones with team members to gauge progress and results.
Continuously link to company and team goals, priorities, and challenges.
2. Direct team members to update their skill development plans to include your expectations — and their
strengths to leverage and opportunities to pursue — regarding the program.
3. Emphasize that team members can browse resources from Apply within Skill UP!.

COACHING
1. Use Skill UP! Videos to demonstrate effective and ineffective behaviors. Ask team members if they can see
themselves in the videos, what they would change, and how.
2. Use Tips, Traps, and Examples from the Reinforce modules to offer guidance on what to do and avoid
and offer phrases, questions, and approaches to reapply.
3. Use the Worksheets, Planners, and Tools to plan, execute, and debrief customer interactions.
4. Use the Coach Dashboard to identify common skill development opportunities across your team and at
the individual level to identify skill opportunities and strengths for individual team members.
5. Use the Coach Dashboard to build knowledge on topics where scores are less than 100% or Confidence
Levels are low.
6. Use Science Insights in Skill UP! to reveal deeper levels of human behavior and how to apply these
insights to ethically influence customer thinking and decision making.
7. Encourage team members to accurately rate Confidence Levels in Skill UP!. With good data on
Confidence Levels, you can more easily collaborate on skill development and focus on what is most
relevant and needed for each team member.

ENGAGEMENT
1. Challenge your team to achieve high activity points.
2. Encourage team members to share success stories on how they apply new skills to improve customer
relationships and achieve greater results. Actively seek stories and provide a spotlight.