Training Manager’s CONNECT Call Explores Succession Planning, Internships, and Product Training Strategies

At the recent ASA Training Manager’s CONNECT meeting, industry professionals gathered to share challenges and innovative solutions in training, development, and career advancement within the distribution sector.
 

The discussion began with an exploration of training and development pain points, particularly the difficulty of standardizing training solutions across diverse roles. Members highlighted various approaches, including live, instructor-led classes and self-guided platforms like Microsoft training programs and LinkedIn Learning. Participants agreed that technology training, such as Excel, must adapt to the specific needs of different roles to be effective.
 

Succession planning also emerged as a key topic. One member described a structured, tiered program that allows employees to explore other roles through shadowing and hands-on cross-training, helping them identify potential career paths without requiring immediate commitment. Another shared a more personalized approach, using 1:1 mentorship, job shadowing, and tailored skill-building opportunities to guide a particular employee’s growth. Members shared success stories, such as a three-year inside sales internship program where participants gain experience in product marketing, outside sales visits, and hands-on learning to grow their skill set.
 

Internship programs also proved to be fertile ground for developing future talent. Members shared success stories of interns returning year after year during their undergraduate studies, with some transitioning into permanent roles within the company. The group did note, however, that many younger generations entering the workforce expect pay that is not commensurate with an entry-level role, or shy away from “starting at the bottom” at a wholesale-distribution business.
 

The conversation then shifted to product and vendor training, as keeping up with product changes and data was identified as a significant challenge. Members highlighted effective strategies such as regular lunch-and-learn sessions, some of which include post-training assessments to gauge effectiveness. Inviting manufacturer representatives for presentations and using centralized platforms like Teams to store training materials were also noted as helpful practices. Balancing in-person and virtual training opportunities and leveraging industry-specific job and skills descriptions were emphasized as essential components of successful training programs.
 

Want to get in on the discussion? Join the CONNECT Group that’s right for you – with 8 different communities centralized on a specific job role area, there’s a spot for everyone! Free to members.