As businesses continue to navigate economic uncertainty, sales professionals are feeling the pressure. With budgets tightening, decision-makers are scrutinising every purchase more than ever before. Sales cycles are lengthening, approvals require more stakeholders, and price sensitivity is at an all-time high. In this environment, the ability to sell on value rather than price is no longer just a skill—it’s a necessity.
As we move further into the digital age, the way we develop skills and engage with training is evolving rapidly. Gone are the days when skill development was confined to rigid, in-person only sessions that required extensive time commitments. Instead, flexibility, accessibility, and on-demand learning are taking centre stage, driven by advancements in technology and changing workforce expectations.
Investing in training and development is a cornerstone of organisational growth, but measuring the return on that investment (ROI) can often be challenging. While many businesses focus solely on financial outcomes, the real value of training lies in its ability to drive sustainable behavioural change. This blog explores a practical approach to measuring ROI in training and development, emphasising the importance of combining measurable outcomes with observable behaviours.
Globally Commercial teams face increasingly fast-changing markets complex scenarios, and a world where virtual connection and email is a default for communication. In this environment, leadershipneeds to evolve, integratingbusiness acumen, technical skills, product knowledgewith empathy and emotionalintelligence. The soft skills are critical for navigating the personalised nature of modern customer relationships and for leading teams effectively through uncertainty and change.
In the ever-evolving world of commercial negotiation, preparation is more than just a first step—it’s the foundation of success. Building on the principles of collaborative thinking discussed in our previous blog, this post dives into the critical role of preparation in value-based negotiation. True collaboration doesn’t start at the negotiation table; it begins well before, with deliberate planning and alignment that set the stage for meaningful, win-win outcomes.
One of the most significant shifts in commercial skills is the increasing emphasis on value-based negotiation. In this evolving landscape, success will no longer be defined by short-term transactional gains but by the ability to foster long-term partnerships that deliver sustained value for all parties involved. This requires a mindset shift from isolated, individual negotiating to a more collaborative approach—both internally within teams and externally with customers.
In today’s fast-paced commercial world, businesses are inundated with data. From customer preferences to market trends, the challenge isn’t having enough information—it’s knowing how to use it effectively. This is where data-driven decision-making becomes a crucial skill for any commercial team aiming to stay competitive in 2025. However, there’s more to it than just gathering data; it’s about making time to think critically and strategically about how that data translates into actionable insights.
Investing in training can feel like a significant commitment, both in terms of time and money. Many businesses question whether it’s truly worth the investment, often focusing on the immediate costs rather than the long-term benefits. But what if the real risk lies in not investing in training?
In this blog, we’ll explore five common reasons companies avoid training—and why those reasons could be holding your business back. From misconceptions around cost to doubts about return on investment (ROI), we’ll break down the barriers to training and reveal why continuous development is key to keeping your team engaged, productive, and future-ready.
At Expression for Growth, we understand the pressing challenge UK leaders face with their organisation’s skills gap and the immense pressure on HR to fill it. The World Economic Forum has highlighted that by 2025, 50% of all employees will need reskilling, underscoring the critical importance of learning and development (L&D) initiatives.
Human resources departments are typically smallteams burdened with an ever-expanding list of responsibilities. A report from Sage reveals that 95% of HR leaders feel overwhelmed, and 81% are facing burnout. These overextended teams find it challenging to handle daily tasks, leaving minimal time for strategic initiatives, particularly in learning and development (L&D).
