At the same time independent manufacturers’ representative firms should be mapping their future succession plans, Twin City Fan & Blower is working to supply their agencies with a steady stream of professionally trained personnel that should seamlessly fit into agency succession plans.

From left to right*: Brianna Durfee (Human Resources Generalist), Nathan Stublaski (Training Coordinator), Ryan Mulligan, Nate Ferderer, Ben Barry, Isaac Coleman, Harry Wenden, Ryan Frankowski, Liz Lueneburg, Dan Christensen, Lauren Sweeney, Peter Hinahara (Assistant Training Coordinator).
* Everyone without a title noted is a Rep Development Trainee.

The Minneapolis, Minnesota-based designer and manufacturer of industrial and commercial air moving equipment has developed an in-depth six-month training program based out of its headquarters.

According to Nathan Stublaski, application engineer II, “We work with more than 150 independent sales representatives across the country who play a critical role in selling our product lines for final placement in facilities such as Lucas Oil Stadium, World Trade Center Tower 1 and Tower 2, and fans for snow machines used at the 2014 Winter Olympics in Russia. In an effort to groom the next generation of industry leaders and representatives, we developed a six-month training program. Sales trainees are provided with training that includes sales techniques, manufacturing methods, business fundamentals, and industrial ventilation. Visits to our manufacturing locations are integrated to provide a hands-on experience with the product and a visual experience of how the process comes together. Trainees travel to visit various representatives in the field in an effort to gain a real-world understanding of the representative’s role, including the benefits and the challenges.”

He continues that “Upon successful completion of the program, trainees are hired by one of our thriving rep offices in a major metropolitan city. Future career paths include technical consulting, competitive-based sales, and opportunities for partnership in a firm.”

Aiding in Succession

Stublaski explains that the program developed as “We saw that many of our reps were one- and two-man operations that were faced with the prospect of retirement in the next 10 to 15 years. As they contemplated retirement they were faced with the prospect of lining up people to succeed them and that was proving to be a difficult task.

“Our thinking was that if we could attract rep prospects right out of college and provide them with six months of intensive training, rather than two years on-the-job training, there would be a benefit to both us and our reps.”

Over the course of the four years the program has been in place Twin City has been fortunate in locating prospects at college career fairs. “We found that a lot of the young people we meet there are already looking for careers in sales. We simply look for the ones we feel would be successful.”

Michael Barry, president and COO of Twin City Fan comments on the program: “We firmly believe this is key to Twin City Fan’s long-term success. We look at this as a 10- to 30-year investment. In addition, we believe in helping to create future entrepreneurs and that being an independent sales rep, in our opinion, is the clearest, best opportunity for a young college student to create and develop their own independent organization. If we can be one of many foundation stones to creating a future, as an industry leader, we feel it is our responsibility.”

There are some basic qualifications that have to be in place to be considered for the program. Among the qualifications are these:

• BA/BS degree, preferably in engineering, or a related field.
• Technical aptitude.
• Competitive drive.
• Willingness to relocate.
• Exceptional communication skills.
• Desire for fast-track career growth.

Candidates are offered the following career benefits:

• Generous pay and benefits.
• Relocation support.
• Executive housing.
• Career placement.

Already in its fourth year, the Twin City development program can boast success with their effort. When asked if employment is guaranteed after completion of the six-month program, Stublaski says, “No, but so far no one has been turned down.”

He notes that over the years the program has shown steady growth in terms of numbers and feedback remains positive. For its first year, there were four trainees. The next year participants numbered seven including one each from China and India. The third year had six trainees, including one from Canada. This year the class will be comprised of eight recent college graduates who will be with the company from June to November. According to Stublaski, “We teach around 50 classes on fans and supporting industries, as well as provide Dale Carnegie training.”

“Once we have trainees in place,” Stublaski explains, “our efforts are geared to show and teach them exactly what reps do on a daily basis. We’ll have them speak with customers, and spend time in some of our more successful large and small rep offices. We’ve always appreciated what reps do and we realize reps are our first line in front of customers. That’s why our main goal is to teach them how to manage their personal and professional lives.”

He adds that agents who have completed the program “love the idea and provide us with great feedback including where we need to improve. We know it’s successful because our reps are always asking for more training.”

MANA Included

In a bit of a twist on what has been done with the program, MANA will be involved in its training this year. Stublaski explains that “While we know a lot about the technical side of things, we aren’t reps.” That’s why Twin City’s president & COO, Mike Barry, was looking for an opportunity to take advantage of some of MANA’s expertise. What resulted is that Charley Cohon, MANA’s President and CEO, will be conducting two training sessions via Skype. According to Cohon, the tentative curriculum that he will be conducting will include books by Harry Novick and Bob Reiss, combined with YouTube videos:

• Understanding Manufacturers’ Reps
• Backselling to Principals.
• Business Planning for Manufacturers’ Representatives.
• Partners in Profits.
• Effective Communication with Principals.
• About Manufacturers’ Agents, with Chicago Booth Professor Craig Wortmann.

MANA welcomes your comments on this article. Write to us at [email protected].