Throwback: Debunking Common Training Myths | Amy Woodall

Amy Woodall is the President of Sandler Training Trustpointe. For the past 20 years, the company has specialized in training, coaching, and assessments for individuals, teams, and organizations looking to foster techniques to grow sales and increase clientele.

In this throwback episode, Nikki revisits  her conversation with Amy as she describes her craft as “business therapy,” providing “mental Interventions” for large to mid-sized companies. She focuses on the true core of what holds many companies back: the negative self-doubts within employees themselves. By first assessing the needs of the individual, she uses these voices together to build a more robust and accountable workforce.

She believes in the power of the engaged worker. To produce engagement, Amy strives to foster environments of vulnerability. By knowing that their questions and concerns are welcome, Amy attests that employees will take more ownership in their own personal success.

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Truth You Can Act On 

1. Leaders Must Be Involved
Supporting Quote
Amy Woodall: “I think it’s a must. Another myth is people say, we have these low performers and they need to be fixed. I think it’s done with the best of intentions, but in order for real growth, you’ve got to train everybody. To be trained consistently and to have leadership involved not only means that they’re learning the same stuff so that they can then keep them accountable internally, but once they’re outside of those training walls they’re speaking the same language. They’re also showing, hey, I wanted to learn and I wanted to make a difference. It’s so powerful to see that coming from the top, rather than just sort of pointing down saying you are the problem.”

2. Trust Is Huge
Supporting Quote
Amy Woodall: “Being really open, honest, authentic, and vulnerable doesn’t mean weak. It means that you’re willing to say, ‘Hey look, I might need some help with this, and I don’t have all of the answers.’ That’s a great way to develop trust. All of those things, though, in this equation are divided by a very important factor, which is our self orientation. So the more we make it about us and our agenda and what’s in it for our best interest, the more that trust work goes down. And so when we’re working with these leaders, it’s really about how do you put ego aside so that you can show up differently for your team and therefore develop trust?”

3. Dealing With Difficult People
Supporting Quote
Amy Woodall: “The first step in learning how to deal with difficult people is knowing what pushes your buttons. The first part of the training is that identification and then also understanding that other people don’t know where your buttons lie. So if they push them, it’s typically accidental, and no one else owns them but us. And I know that that can seem soft, but ultimately that’s some of the greatest takeaways that we hear from organizations is wow, just this ownership over how I’m showing up, regardless of how other people behave is really empowering for people, and when people feel empowered, you get better results.”

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