New Managers Need to Help Their Employees Thrive

As a first-time manager, you’re likely focused on learning the ropes, hitting your team’s targets, and balancing priorities. But one of the most powerful ways to build a strong, motivated team is by helping your employees grow in their careers. By creating opportunities for leadership, providing access to networking and mentorship, and fostering a culture of continuous growth, you can set your team up for long-term success and position yourself as a manager who invests in their people.

Create Opportunities for Leadership

Leadership isn’t just about having the title. It’s about empowering your team members to take on more responsibility and lead in meaningful ways. As a new manager, you have a unique chance to spot potential leaders on your team and give them the space to shine. Whether that means assigning them a special project, giving them a chance to mentor others, or allowing them to make decisions on a task, offering leadership opportunities helps your team members develop skills that will serve them and your team as well.

Pay attention to who shows initiative or a willingness to take charge. Offer them opportunities to step into leadership roles on small projects or by leading team meetings. This gives them a chance to grow, and it frees you up to focus on other responsibilities. Plus, you’ll be building a team that’s more autonomous and capable.

Provide Access to Networking and Mentorship

One of the most valuable things you can offer your team as a new manager is connections. Career growth is often about who you know, not just what you know. Make it a point to connect your employees with others who can help them grow, whether through mentorship or networking. Introducing them to people inside and outside the company can open up opportunities they might not have had access to otherwise.

Don’t be afraid to introduce your team members to people who can help them advance. Connect them with mentors who can offer advice and perspective, and encourage them to attend industry events or meet-ups. You don’t have to be the one with all the answers and sometimes the best thing you can do is guide your team to the right resources.

Foster a Growth-Oriented Culture

As a first-time manager, you set the tone for your team’s work environment. If you prioritize growth and development, your team will likely follow suit. Encouraging a growth mindset means creating a safe space for your employees to experiment, learn from mistakes, and continuously improve. Celebrate small wins, provide feedback on areas for improvement, and be open about your own learning process. When employees see you focused on growth, they’re more likely to adopt the same approach.

Make growth a regular part of your conversations with your team. Share your own experiences of learning and growth, and encourage your employees to do the same. Set clear goals for their development and check in on their progress. When your team feels supported in their growth, they’ll be more engaged, motivated, and eager to contribute.

As a first-time manager, you’re in a unique position to shape your team’s future. By offering leadership opportunities, fostering networking and mentorship, and promoting a culture of growth, you’ll be setting the foundation for a team that’s strong, motivated, and focused on continuous improvement. Remember, being a great manager isn’t about having all the answers—it’s about creating an environment where your team can thrive. By empowering your employees to grow in their careers, you’ll build a team that’s capable, committed, and always evolving.

With decades of experience studying why people buy and how to inspire loyalty, Kevin equips sales professionals and leaders to deliver exceptional value, ensuring customers return again and again.

Featured Links to Grow Your Influence:

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Building Success Through Equipping Your Team With The Correct Tools

As a newly appointed manager, your team’s success is a reflection of your leadership. One of the most critical steps you can take to set your team up for success is ensuring that they have the correct tools and resources they need to thrive in their roles. This foundational support is essential for fostering productivity, confidence, and long-term team growth.

For employees, the right tools and resources are more than just helpful—they’re essential. Far too often employees run into roadblocks because they are not set up with the tools they need.  When employees lack what they need to perform their roles effectively, it leads to frustration, inefficiency, and disengagement.  By prioritizing this area, you demonstrate your commitment to their success and the team’s overall performance. 

Here’s why providing the right tools and resources is crucial:

New employees often face a steep learning curve. By equipping them with clear guidelines, effective tools, and the necessary training, you can reduce the time it takes for them to become productive contributors.

Lack of resources can create unnecessary roadblocks that hinder progress. When you proactively address these gaps, you eliminate potential stress points and allow employees to focus on their work.

Providing the right tools signals to employees that you’re invested in their success. This instills a sense of confidence and empowerment, enabling them to perform at their best.

When teams have access to shared tools and resources, it fosters seamless communication and collaboration. This creates an environment where everyone can contribute effectively to shared goals.

Modern tools and training empower employees to work smarter, not harder. By staying up to date with the resources available in your industry, you position your team to operate efficiently and creatively.

As a manager is you’re your responsibility to your team to regularly assess the tools and resources your team requires. Solicit feedback from employees about what’s working and where improvements are needed.  Work with leadership to secure the necessary tools and ensure your team has access to what they need. Equip employees not only with tools but also with the knowledge to use them effectively.

When your team feels supported with the right tools, they’re more likely to be engaged, productive, and innovative. Employees who feel empowered are more motivated to contribute, which drives better results and reinforces trust in your leadership. By prioritizing their success, you’re not only helping individuals thrive but also building a strong, cohesive team capable of achieving great things.

With decades of experience studying why people buy and how to inspire loyalty, Kevin equips sales professionals and leaders to deliver exceptional value, ensuring customers return again and again.

Featured Links to Grow Your Influence:

Winning With Others:  https://www.kevinsidebottom.com/stopgambling

Kevin’s website: https://www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Uncovered Membership Page

https://www.kevinsidebottom.com/pricing-page

The Sales Process Uncovered Book

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You Are a new Manager or Leader, Now What?

As a newly appointed manager, one of your most crucial tasks is to build trust within your team. Trust is the foundation of effective leadership and sets the stage for open communication, collaboration, and productivity. One of the simplest yet most powerful ways to establish trust is through regular one-on-one check-ins with your team members.

Check-ins are more than just status updates; they’re opportunities to connect with your team members on a personal and professional level. These sessions signal that you value their input, care about their well-being, and are invested in their success. Over time, these consistent interactions build influence and foster a culture of trust.

When we have regular check-ins employees find:

A Voice in the Conversation

• Check-ins give employees a dedicated space to share their thoughts, concerns, and ideas. This fosters a sense of inclusion and shows that their perspectives matter.

Clarity and Alignment

• These meetings help ensure that employees understand their priorities and how their work aligns with the team’s and organization’s goals. Regular feedback during check-ins keeps everyone on the same page.

A Sense of Support

• Employees feel reassured knowing their manager is available to help them navigate challenges, remove roadblocks, and celebrate wins. This support fosters confidence and engagement.

Opportunities for Growth

• Check-ins create a forum to discuss career aspirations and development goals. Employees are more likely to feel motivated when they see a path for growth and know their manager is invested in helping them get there.

When done well, check-ins can transform your team dynamics. They help identify and address issues early, boost morale, and create a sense of psychological safety. Employees who feel heard and supported are more engaged, productive, and committed to their work. Over time, your team will see you not just as a manager, but as a trusted partner in their success and future.

With decades of experience studying why people buy and how to inspire loyalty, Kevin equips sales professionals and leaders to deliver exceptional value, ensuring customers return again and again.

Featured Links to Grow Your Influence:

Winning With Others:  https://www.kevinsidebottom.com/stopgambling

Kevin’s website: https://www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Uncovered Membership Page

https://www.kevinsidebottom.com/pricing-page

The Sales Process Uncovered Book

https://www.amazon.com/Sales-Process-Uncovered-Success-Influence/dp/0578421518/ref=sr_1_1?crid=8XUM4QL2RC6M&keywords=the+sales+process+uncovered&qid=1673274567&sprefix=the+sales+process+uncovered%2Caps%2C90&sr=8-1

Positional Leadership is Dead: Why Leaders Need to Get Back to Basics

The era of positional leadership is over. You know the positional leadership type, the leader who relies solely on their title and authority to command respect and get results. That outdated approach is not just ineffective; it’s toxic. In today’s fast-paced, interconnected world, it’s time for leaders to ditch the title and get back to the basics of real leadership.

The truth is, leadership isn’t about your position on the org chart; it’s about your ability to inspire, motivate, and connect. Titles may come with authority, but they don’t automatically earn respect or drive engagement. The best leaders are those who roll up their sleeves, lead by example, and earn trust through their actions.

Actions Over Authority: True leadership comes from showing up, taking responsibility, and demonstrating integrity. It’s not about barking orders from a high office; it’s about getting into the trenches and leading through action.

In a world where collaboration and agility are key, influence beats authority. Positional leaders may have the power to command, but real leaders have the power to inspire. They build relationships, create a shared vision, and align people around common goals. It’s about leading with empathy, respect, and a genuine commitment to others’ success.

Empathy and Connection: Effective leaders understand the needs and motivations of their team members. They listen, provide support, and foster an environment where people feel valued and heard. Influence is built on connection, not command.

Positional leadership often assumes trust is given because of a title. But trust must be earned, and it’s built through consistent actions, transparent communication, and a track record of delivering results. Leaders who rely on their position alone are often met with skepticism and disengagement.

Consistency Over Command: Earn trust by being reliable, transparent, and fair. Show your team that you’re committed to their growth and success. Trust is a currency that leaders must continuously invest in through their behavior and decisions.

The business landscape is evolving rapidly. Adaptability is a critical leadership trait, and it can’t be achieved by resting on your laurels. Leaders who cling to positional authority risk becoming irrelevant as they fail to adapt to new challenges and opportunities. Getting back to basics means staying agile, responsive, and open to change.

Agility and Learning: Embrace new ideas, seek feedback, and continuously develop your skills. Leadership is about navigating change and guiding your team through uncertainty, not relying on outdated methods.

Positional leadership is a relic of the past industrial age. In today’s dynamic environment, true leadership is about influence, empathy, and earning trust through actions rather than titles. If you want to lead effectively, get back to basics. Build connections, inspire through action, and adapt to the needs of your team. Forget the title—focus on being the leader people genuinely want to follow.

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Workplace Engagement is Stuck at 30% And 88% of Employees Leave Because They’re Dissatisfied

Workplace engagement is alarmingly low. Gallup reports that only 30% of employees are truly engaged in their jobs. That means a staggering 70% are just going through the motions. Even more concerning? A whopping 88% of employees leave organizations due to job dissatisfaction. The message is clear: if you’re not addressing engagement, you’re setting yourself up for high turnover and a disengaged workforce.

Engagement Starts with Leadership

Engagement isn’t about flashy perks or superficial incentives. It’s about leadership. Employees look to their managers and leaders for direction, motivation, and a sense of purpose. When leadership fails to inspire and connect, engagement falters. If managers aren’t setting clear goals, recognizing achievements, or supporting their teams, employees see no reason to invest themselves in their work.

The Frontline of Engagement

Managers and team leaders are on the front lines of employee engagement. They directly impact the day-to-day experience of their teams. Unfortunately, too many managers are fixated on tasks and metrics, neglecting the human side of leadership. Employees need more than just deadlines—they need support, recognition, and a reason to care.

Managers must become coaches, mentors, and motivators. Connecting with team members on a personal level, understanding their strengths, and fostering their growth are crucial for boosting engagement. When employees feel valued and supported, they’re more likely to be invested in their work.

Set the Tone

Top leadership cannot escape responsibility. The culture of an organization is shaped by its leaders. If the C-suite isn’t prioritizing engagement, it’s unrealistic to expect managers to do so. Leadership must actively promote a culture where engagement is a priority and not just a buzzword.

Leaders must demonstrate their commitment to engagement through actions, not just words. This means investing in manager training, encouraging open communication, and creating an environment where every employee feels their contribution matters.  This is not just by setting up special groups, but a culture shift that leadership needs to make in order to be one of serving the employees by generating a culture of appreciation and respect.

If you want to reduce turnover and boost productivity, focus on what really matters…  Making your employees feel valued and connected.

It’s time for leadership to step up and turn those numbers around.

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

The Real Reason Why Employees Are Leaving

Employee engagement is the lifeblood of any successful organization, yet the numbers paint a bleak picture. According to Gallup, only about 30% of employees are truly engaged at work. That means a whopping 70% of your workforce might be just going through the motions—uninspired, unmotivated, and ready to jump ship at the next opportunity.

Why Are Employees Disengaged?

The root cause is simple: they don’t feel appreciated by leadership. Forget about perks, fancy job titles, or even salaries.  If your employees don’t feel valued, they’re not sticking around. And when they leave, it’s not because of the workload or the office coffee; it’s because they don’t feel seen, heard, or respected by those above them.

The Cost of Disengagement

Disengaged employees are costly. They’re less productive, less creative, and more likely to spread negativity. They’re also more likely to leave, and when they do, they take their skills, experience, and institutional knowledge with them, leaving you to deal with the fallout of high turnover and the expense of hiring and training new talent.

Make Appreciation a Priority

Leadership has to step up. Appreciation isn’t about throwing a pizza party or sending a generic “great job” email. It’s about recognizing individual contributions, understanding what motivates each person, and creating a culture where everyone feels valued.

• Regular Recognition: Don’t wait for annual reviews to give feedback. Recognize hard work and achievements as they happen. A simple, genuine thank you can go a long way.

• Personalized Approach: Understand what matters to each employee. Some might appreciate public recognition, while others prefer a private word of praise. Tailoring your approach shows that you see them as individuals, not just cogs in a machine.  The Five Love Languages from Gary Chapman is a fantastic resource to help you approach others better.  It’s not just for your loved ones.

• Involvement in Decisions: People feel valued when they have a say in the decisions that affect their work. Involve your employees in planning, listen to their ideas, and show that their input matters.

If you’re wondering why your employees are disengaged, or worse why they’re leaving. Look in the mirror. The number one reason people leave is because they don’t feel appreciated by leadership. Turn this around by making employee appreciation a core part of your management strategy. Engage your people, show them they matter, and watch as your team’s loyalty, productivity, and overall morale soar. Don’t let your best talent walk out the door—keep them by making them feel valued every single day.

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Stop Gambling with Others: Start Winning by Answering Three Key Questions

Success in relationships—whether in business, networking, or personal connections—doesn't come down to luck. It’s not about gambling on the hope that people will follow you, buy from you, or support your goals. The key to winning in any interaction is to answer three critical questions in the minds of others: Do I like you? Do I trust you? How can you help me?

Do I Like You?

First Impressions Matter. People make snap judgments. If you don’t come across as likable, the door closes before you’ve even had a chance to prove yourself. Likability isn’t about being everyone’s best friend; it’s about being approachable, genuine, and respectful.

How to Win:

• Be Authentic: Don’t put on a facade. People can sense inauthenticity from a mile away. Show your true self.

• Be Positive: A positive attitude is contagious. People are drawn to those who lift them up, not drag them down.

• Be Attentive: Show interest in others. Listen more than you speak, and make the other person feel valued.

Do I Trust You?

Trust is Earned. Trust doesn’t happen overnight; it’s built through consistency and integrity. If people don’t trust you, it doesn’t matter how likable you are—they won’t want to work with you or follow your lead.

How to Win:

• Deliver on Promises: Follow through on what you say. Reliability builds trust.

• Be Transparent: Honesty and openness are non-negotiable. When people see that you’re not hiding anything, they’re more likely to trust you.

• Show Competence: Know your stuff. Confidence in your abilities fosters confidence in others.

How Can You Help Me?

It’s Not About You. People are inherently self-interested. They want to know, “What’s in it for me?” If you can’t clearly articulate how you can help them, you’re losing the game before it starts.

How to Win:

• Understand Their Needs: Before you pitch anything, take the time to understand what the other person actually needs. Tailor your approach to address their specific pain points.

• Provide Real Value: Offer solutions, not just products or services. Show them how working with you will make their life easier, better, or more successful.

• Be Proactive: Don’t wait for them to ask for help. Anticipate their needs and offer assistance before they even realize they need it.

Stop gambling on relationships and interactions. You’re not rolling the dice—you’re strategically positioning yourself to win. By focusing on answering these three questions you shift the odds in your favor. Instead of hoping for a positive outcome, you create one.

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why True Leaders Test Their Leadership by Leading Volunteers

Most leaders today focus on the fact that they have a title and therefore others need to follow their lead.  Leadership isn't just about holding a title or wielding authority—it's about influence, inspiration, and the ability to rally people toward a common goal. While leading within a corporate structure comes with built-in authority and often, compliance through incentives, true leadership is best tested when that authority is stripped away. This is where leading volunteers becomes the ultimate test of a leader’s abilities and often shows where the leader has blindspots.

In most professional settings, leaders rely on their position to guide their teams. Employees follow instructions, at least in part, because their jobs depend on it. Volunteers, on the other hand, have no such obligation. They are there because they want to be, not because they have to be. This means that a leader’s ability to motivate, inspire, and guide is the incentive for volunteers to keep coming back. There's no fallback plan—no paycheck to dangle, no promotions to offer—just the leader's ability to lead.

Leading volunteers forces leaders to:

• Communicate Vision Clearly: If your vision isn’t compelling, people won’t stay. Volunteers need to understand “why” what they’re doing matters, and they need to believe in it. This pushes leaders to refine their communication skills, ensuring their message is not just heard but felt.

• Build Genuine Relationships: Volunteers are driven by passion and purpose, not obligation. This means leaders must cultivate genuine relationships, demonstrating empathy, understanding, and respect. People will only follow if they feel valued.

• Empower Through Trust: Without formal authority, leaders must delegate effectively and trust their volunteers to deliver. Micromanagement is not an option. This fosters an environment where volunteers can thrive, feel ownership over their work, and contribute meaningfully.

One of the most telling aspects of leading volunteers is that it exposes whether someone is a true leader or merely a manager. Managers might excel in structured environments, but leading volunteers requires a different skill set—one rooted in influence rather than control.

True leadership is about:

• Influencing without authority

• Inspiring action without incentives

• Driving commitment without compulsion

If a leader can rally volunteers, they can lead in any setting.

Leaders who have honed their skills with volunteers often bring these refined abilities back to their professional roles. They communicate more effectively, build stronger teams, and foster a culture of trust and empowerment. Moreover, they gain a deeper understanding of what motivates people, which can lead to more meaningful and impactful leadership.

Leading volunteers is crucible for testing and refining leadership abilities. When leaders step out of their comfort zones and lead without the safety net of authority, they discover the true essence of leadership. And that’s the kind of leadership that transforms organizations, communities, and even the world.

So, if you want to test your leadership, step into the world of volunteering. Lead those who don’t have to follow you, and see if they choose to anyway. Then you’ll know truly how well you lead.

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Fueling Engagement

The past couple weeks we have been talking about engagement and how to foster greater levels of engagement. Today we will discuss the final part of engagement and alignment for the employee and the organization.

In today's fast-paced work environment, employee engagement remains a critical factor in driving organizational success. However, with Gallup's ongoing revelation that only 30% of employees feel engaged in their jobs, it's clear that many organizations are grappling with how to keep their teams motivated and committed. One effective strategy to address this challenge is by setting clear, aligned goals and objectives for employees. In this post, we'll explore why aligning employee goals with corporate goals, mission, and vision is crucial for fostering engagement, and how regular follow-ups can further enhance motivation and productivity.

Employee goals and objectives should not exist in isolation but should instead be closely aligned with the overarching goals and objectives of the organization. When employees understand how their individual contributions contribute to the company's success, they are more likely to feel motivated, engaged, and invested in their work. By aligning employee goals with corporate objectives, organizations can create a sense of purpose and alignment that fuels productivity and commitment.

In addition to aligning with corporate objectives, employee goals should also align with the organization's mission and vision. These guiding principles articulate the company's purpose and long-term aspirations, serving as a compass for decision-making and goal-setting at all levels. When employees see how their goals contribute to fulfilling the organization's mission and vision, they are more likely to feel connected to the company's purpose and inspired to make a meaningful impact.

While annual performance reviews have traditionally been the norm in many organizations, they often fall short in providing timely feedback and driving ongoing engagement. Instead, regular follow-ups and check-ins throughout the year are essential for keeping employees engaged and motivated. These ongoing conversations provide opportunities to assess progress, address challenges, and realign goals as needed. By providing regular feedback and support, managers can demonstrate their investment in employee growth and development, fostering a culture of continuous improvement and engagement.

Setting clear, aligned goals and objectives for employees is essential for fostering engagement and driving organizational success. By ensuring that employee goals align with corporate objectives, mission, and vision, organizations can create a sense of purpose and alignment that fuels motivation and commitment. Additionally, regular follow-ups and check-ins throughout the year provide opportunities to provide feedback, address challenges, and realign goals as needed, further enhancing employee engagement and productivity. As organizations strive to boost engagement levels and unlock the full potential of their teams, prioritizing aligned goal-setting and regular follow-ups is key.

Have a great week!

Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Elevating Engagement

Employee engagement stands as a cornerstone of organizational success, yet it remains a challenge for many companies. According to Gallup's sobering statistic, only 30% of employees in the United States feel engaged in their jobs. This alarming figure underscores the critical need for proactive measures to enhance engagement levels within workplaces. Two fundamental areas often cited as pivotal for cultivating engagement are trust and consistency in leadership. Let's explore strategies to address these areas and elevate employee engagement to new heights.

Gallup's research paints a stark picture of the current state of employee engagement. With only a minority of employees feeling actively engaged in their work, it's evident that many organizations are falling short in fostering environments that inspire passion, commitment, and productivity. However, this statistic also serves as a wake-up call—a catalyst for organizations to reevaluate their approach to employee engagement and implement targeted strategies for improvement.

Building Trust in Leadership

Trust is the bedrock upon which strong, enduring relationships are built, and the relationship between employees and leadership is no exception. When employees trust their leaders, they are more likely to feel valued, empowered, and motivated to contribute their best efforts. Here are some strategies to cultivate trust in leadership:

Open Communication Channels: Foster transparent communication channels where leaders actively listen to employee feedback, address concerns, and share information openly and honestly.

Lead by Example: Demonstrate integrity, accountability, and authenticity in leadership actions and decisions. Consistency between words and actions builds credibility and fosters trust among employees.

Empowerment and Autonomy: Delegate responsibilities and empower employees to make decisions within their roles. Trusting employees to take ownership of their work cultivates a sense of autonomy and fosters a culture of accountability.

Recognition and Appreciation: Recognize and celebrate employee contributions regularly. Acknowledging their efforts and achievements reinforces trust and reinforces the value they bring to the organization.

Fostering Consistency in Leadership

Consistency in leadership is essential for building trust, maintaining morale, and fostering a sense of stability within the organization. When leaders exhibit consistent behaviors, communication, and decision-making, employees are better able to predict outcomes and feel confident in the direction of the company. Here are strategies to promote consistency in leadership:

Establish Clear Expectations: Clearly communicate expectations, goals, and objectives to ensure alignment across the organization. Consistent messaging helps employees understand their roles and responsibilities, reducing ambiguity and promoting clarity.

Adaptability and Flexibility: While consistency is essential, leaders must also demonstrate adaptability and flexibility in response to changing circumstances. Being open to new ideas and approaches while maintaining core values fosters resilience and agility within the organization.

Invest in Leadership Development: Provide ongoing training and development opportunities for leaders to enhance their skills in communication, decision-making, and conflict resolution. Investing in leadership development ensures that leaders are equipped to lead effectively and consistently.

Addressing trust and consistency in leadership is paramount for growing employee engagement and fostering a positive work environment. By prioritizing transparent communication, integrity, empowerment, and fairness, organizations can cultivate trust in leadership and promote consistency in practices and behaviors. As leaders strive to build strong, trusting relationships with their teams, they lay the foundation for a culture of engagement, collaboration, and success.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

How To Build A Better Relationship

In the intricate dance of human connections, building meaningful relationships isn't just about exchanging pleasantries—it's about answering three fundamental questions: Do I like you? Do I trust you? How can you help me? By addressing these queries with sincerity and empathy, we can lay the groundwork for stronger, more fulfilling relationships. Let's explore how to cultivate better connections by focusing on building trust and helping others succeed.

The first question we subconsciously ask when meeting someone new is, "Do I like you?" Likability is often based on shared interests, values, and personality traits. To foster likability in our relationships, it's essential to be genuine, empathetic, and approachable. Show genuine interest in others, listen attentively, and find common ground to bond over. By fostering a sense of connection and rapport, we create a solid foundation for building stronger, more authentic relationships.

Trust is the bedrock of any successful relationship. It's built over time through consistency, reliability, and integrity. To earn trust, it's crucial to keep our word, follow through on commitments, and demonstrate honesty and transparency in our actions. Act with integrity, admit mistakes, and prioritize open communication. By consistently demonstrating trustworthiness, we foster a sense of security and confidence in our relationships, laying the groundwork for deeper connections and collaboration.

In any relationship, there's an implicit exchange of value. People want to know, "How can you help me?" To strengthen relationships, it's essential to understand others' needs, challenges, and aspirations. Be proactive in offering support, guidance, and resources to help “Be the Hero Of Their Story.” Celebrate their successes and be a source of encouragement and inspiration. By demonstrating genuine care and support, we create a culture of reciprocity and mutual assistance, strengthening bonds and fostering a sense of community.

Building trust and helping others win go hand in hand. Trust is earned through actions that demonstrate reliability, honesty, and integrity. By consistently acting in trustworthy ways, we create a foundation of trust that forms the basis of strong relationships. Additionally, by actively supporting others and helping them achieve success, we reinforce trust and deepen connections. When we prioritize others' success and well-being, we foster a collaborative environment where everyone can thrive and succeed together.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Motivation vs. Engagement Which Is Best?

In the dynamic landscape of corporate culture, terms like "motivation" and "engagement" are often used interchangeably. However, it's crucial to understand that these concepts represent different strategies for fostering a productive workforce. Let's take a closer look at why corporate engagement is the enduring champion in the long-term game, while motivation and competitions serve as momentary boosts.

Let’s talk about Motivation.  I view motivation as a sprinter's burst off the starting line, propelling toward short-term finish line. Whether it's triggered by incentives, rewards, or competitions, motivation provides a temporary surge in energy and focus. Yet, much like a fleeting adrenaline rush, it tends to dissipate once the initial excitement and adrenaline rush subsides.

Competitions are what is typically used to motivate a team. The thrill of winning and the fear of losing can drive heightened efforts temporarily. However, the excitement is short-lived, and the impact on employee engagement may not be as profound. Competitions might foster rivalry rather than collaboration, potentially affecting team dynamics in the long run.

In contrast, corporate engagement is the marathon runner of workplace strategies. Unlike motivation, engagement is a sustained, long-term approach that nurtures a deep connection between employees and the company. It involves creating an environment where employees feel valued and understood, tapping into their intrinsic motivation. Engagement goes beyond external rewards, fostering emotional and intellectual commitment, aligning personal goals with the company's mission.

While motivation may offer quick wins, corporate engagement is the strategy that prevails in the long run. Engaged employees are more likely to invest in the organization's success, contributing not just their skills but also their passion and creativity. This enduring commitment leads to higher retention rates, improved morale, and a more resilient workforce.

 For sustained success in the corporate arena, prioritize the strategies that endure. Choose corporate engagement over quick fixes, and invest in the long-term well-being and commitment of your workforce.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Engagement Dynamite

Welcome to the powerhouse of employee engagement! In this blog post, we're diving deep into the key areas that ignite the spark, fuel the fire, and turn your workplace into a dynamic arena of enthusiasm and productivity. Buckle up, because it's time to explore the ultimate employee engagement drivers that will transform your team into an unstoppable force.

It all starts with…

Employee engagement begins at the top, and purposeful leadership is the North Star guiding your team towards success. Leaders who lead from the frontlines, communicate a compelling vision, and embody the values they preach, create an environment where engagement is not just encouraged – it's inevitable.

These leaders know that communication is the glue that holds engagement together. They break down the silos and create a culture of open communication. Whether it's through regular team meetings, feedback sessions, or transparent updates, fostering an environment where ideas flow freely builds a sense of belonging and drives engagement to new heights.

Why Recognition will help your engagement

Recognition isn't just a pat on the back; it's the fuel that powers the engagement fire. Regularly acknowledge and appreciate the efforts of your team members. Whether it's a shout-out in a meeting, a handwritten note, or a public acknowledgment, recognizing achievements cultivates a positive culture and fuels a passion for success.

We also need to empower our employees by giving them autonomy in their roles. Micromanagement is the kryptonite of engagement. Trust your team to excel, provide them with the tools and resources they need, and watch as they unleash their superpowers to drive innovation and success.

We also need to remember that employees crave opportunities for growth and development. Provide avenues for professional advancement, whether it's through training programs, skill-building workshops, or mentorship initiatives. The engagement elevator goes up when employees see a clear path for their professional growth within the organization.  We also need to be consistently communicating our vision for them as well as understanding if that vision aligns with them.

Employee engagement is not a luxury; it's the heartbeat of a thriving workplace. Purposeful leadership, open communication, recognition, professional growth opportunities, empowerment, and team building are the ultimate drivers that propel your team towards engagement excellence. With these powerhouse principles in play, you're not just building a team – you're fostering a culture where engagement isn't just a goal; it's a way of life. Gear up, workplace dynamos – it's time to unleash the engagement dynamite!

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

How Not To Let New Employees Down

Ever experienced this scenario when you joined an organization?  You have taken the step to a new organization hoping this position will be better than the last and you will have a successful career here until retirement.  Unfortunately, you are dropped into a job like a cog in a machine while you struggle to gain traction, reminiscing of your old job on how easy it was to get things done, old coworkers that helped you, or a boss that does not seem so bad anymore.

Like most new employees, they feel like they are let down when they start a new job.  Today we will buckle up, because we've got a 90-day game plan to not just welcome new hires but to catapult them into success.

Engagement isn't just a buzzword; it's the rocket fuel that propels new employees to success. From day one, immerse them in the company culture. Encourage participation in team-building activities, meetings, and social events. The more they feel connected to the heartbeat of the organization, the faster they'll hit the ground running.

Imagine a new employee as a high-tech gadget waiting to be plugged in – your job is to be the power source. Foster connections between new hires and existing team members. Assign a "buddy" who can show them the ropes, answer questions, and be a friendly face in the crowd. Connections breed collaboration, and collaboration breeds success.

Mentorship isn't just for the seasoned pros; it's a game-changer for newbies too. Assigning a mentor who can provide guidance, share insights, and be a sounding board for questions is a crucial asset for the new higher. Mentorship accelerates the learning curve, turning rookies into seasoned pros in record time.

Invest in training and development opportunities tailored to new employees. Whether it's industry-specific skills or internal processes, a continuous learning environment not only sharpens their skills but also demonstrates your commitment to their growth.

The first 90 days of a new employee's journey are critical, and with the right approach, you can transform them into a hero of their story. Engage them in the company culture, connect them with the team, provide mentorship, invest in training, and celebrate victories along the way. With this 90-day game plan, you're not just onboarding new hires; you're launching them toward success.

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Do We Really Need Good Leadership?

The Answer is YES!!!!!

Within the realm of organizational challenges, low employee engagement rates at approximately 30% stand as a formidable obstacle. At the heart of this predicament lies poor leadership, a factor that not only contributes to high turnover, slow operational speed, and increased costs but also underscores the critical need for transformative leadership. This post delves into the profound impact of good leadership as the key to mitigating the issues associated with low engagement, emphasizing why effective leadership is crucial in fostering a dynamic and flourishing workplace.

Low employee engagement at the 30% mark signifies an alarming disconnect within the workforce, resulting in a cascade of challenges that organizations must urgently address. High turnover rates, a lackluster operational pace, and escalating costs emerge as tangible consequences, demanding a strategic response from leadership.

The connection between poor leadership and high turnover is undeniable. Employees disenchanted by uninspiring leadership often seek greener pastures, contributing to a revolving door of talent. Recognizing this correlation underscores the imperative for leadership to transform and inspire to retain a committed and motivated workforce.

Operational drag caused by disengagement is a direct result of leadership that fails to unite and inspire. An uninspired workforce operates at suboptimal levels, leading to missed deadlines and slowed project completion. Effective leadership serves as the catalyst for breaking through this inertia, reenergizing teams, and propelling the organization forward with purpose and efficiency.

Poor leadership exacts a considerable financial toll on organizations, extending beyond the immediate costs of turnover. Constant recruitment, training, and the potential for errors among disengaged employees contribute to increased operational costs. Effective leadership becomes a strategic imperative in mitigating these financial challenges and fostering a culture of sustainable success.

Why Good Leadership Matters: Mitigating Challenges and Fostering Growth

In the face of these challenges, effective leadership emerges as the linchpin for organizational resilience and growth. Effective leadership serves to retain talent, boost operational efficiency, control costs, and foster innovation.

When employees believe in their leadership they stay and work through the trials.  Individuals are trusted more and do not have to ask for authorization with constant escalations that slow down the organization to almost a stop.  With speed going up that means the costs go down and that impact the bottom line.  Innovation is also fostered as employees are freed up to focus on how to grow instead of maintain the status quo.

Challenges posed by low engagement rates necessitate a strategic response, and that response lies on leadership. Effective leadership is crucial for mitigating turnover, accelerating operational speed, and controlling costs. By recognizing the transformative power of leadership that inspires, organizations can pave the way for a dynamic, resilient, and flourishing workplace where employee engagement becomes the cornerstone of sustained success.

Have a Great Week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why We Need The Right Leadership Team

In the ever-evolving landscape of modern workplaces, the importance of having the right leadership team cannot be overstated. The shift from mere managers to inspirational leaders, strategically placing team members in roles that align with their strengths, and utilizing tools like The Table Group's Working Genius can significantly impact an organization's success. In this blog post, we delve into the transformative benefits of having the right leadership team.

The distinction between managers and leaders is subtle but crucial. While managers focus on tasks, processes, and deadlines, leaders inspire, motivate, and foster a collaborative and innovative environment. The right leadership team goes beyond overseeing day-to-day operations; they envision the future, empower their teams, and navigate challenges with resilience.

Cultivating a leadership team that embodies these qualities, organizations can foster a culture of growth, adaptability, and employee engagement. This shift from management to leadership sets the stage for transformative leadership that propels the entire organization forward.

The success of any organization lies in its people, and placing team members in roles that align with their strengths is a game-changer. The right leadership team understands the unique talents and capabilities of each team member and strategically assigns roles based on these strengths.

Utilizing tools like The Table Group's Working Genius, which identifies individual working geniuses such as invention, enablement, and discernment, allows leaders to optimize team dynamics. When individuals are in roles that resonate with their innate strengths, productivity increases, job satisfaction improves, and collaboration flourishes.

Patrick Lencioni's Working Genius model provides valuable insights into the strengths and weaknesses of individuals within a team. This tool identifies the six working geniuses – invention, wonder, discernment, galvanizing, enablement, and tenacity – helping teams understand their collective strengths and areas for improvement.

By leveraging this tool, organizations can ensure that their leadership teams are composed of individuals with diverse working geniuses, creating a balanced and effective team dynamic. This leads to more innovative problem-solving, efficient decision-making, and ultimately, enhanced organizational performance.

The right leadership team is the backbone of any successful organization. Shifting from traditional management roles to inspirational leadership, strategically placing team members based on their strengths, and utilizing tools like The Table Group's Working Genius are key components of building and maintaining this essential team.

In a world where adaptability and innovation are paramount, organizations that invest in developing the right leadership team are better positioned to navigate challenges, inspire their workforce, and achieve sustainable success. Remember, it's not just about having a team; it's about having the right team in the right roles, working collaboratively toward a shared vision of excellence.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Don't Quit Before You Quit Your Job

The decision to leave a job is a significant and often complex one. While it's natural for employees to contemplate their departure, it's essential to navigate this process with care. Quitting before actually quitting can have unintended consequences for both the individual and the workplace. In this blog post, we'll explore three common behaviors employees exhibit when they're mentally checked out, badmouthing leadership, and prematurely disclosing their departure to colleagues.

One common sign that an employee may be considering leaving is the expression of frustration or dissatisfaction with leadership. While it's natural to have grievances, turning to negative talk can have detrimental effects on both personal and professional relationships.

Badmouthing leadership, whether in private or within the workplace, can tarnish the employee's reputation and create a toxic atmosphere. It's crucial for individuals to address concerns constructively by providing feedback through appropriate channels, such as one-on-one discussions or employee surveys. This way, they contribute to a positive workplace culture even as they contemplate their next steps.

Employees often mentally check out long before they officially resign. This disengagement can manifest as decreased productivity, lack of enthusiasm, and a general sense of detachment. While it's understandable that the decision to leave can impact one's motivation, it's important to maintain professionalism until the very end.

By mentally checking out, employees risk damaging their professional reputation and jeopardizing potential references for future opportunities. Rather than disengaging, individuals can use their remaining time to wrap up projects, document processes, and facilitate a smoother transition for both themselves and their colleagues.

Sharing plans to leave with colleagues before formally resigning is a common pitfall. While it may seem like a way to confide in trusted coworkers, this premature disclosure can have unintended consequences.  Word travels fast in a workplace, and sharing plans to leave prematurely may lead to awkward dynamics, increased speculation, and potentially a shift in team dynamics. It's advisable for employees to wait until they have a clear plan and have informed their supervisors before discussing their departure with colleagues.

Leaving a job is a personal decision that requires careful consideration and planning. Engaging in behaviors such as badmouthing leadership, mentally checking out, and prematurely disclosing departure plans can have lasting consequences for both the departing employee and the workplace.

Instead, individuals contemplating a job change should focus on constructive communication, maintaining professionalism, and planning a thoughtful exit strategy. By navigating the exit process with integrity, employees can leave a positive legacy, maintain valuable professional relationships, and set themselves up for success in their future endeavors. Remember, it's not just about how you leave a job but how you carry the lessons and relationships forward into the next chapter of your career.

The Grass Is Not Likely Greener For Employees

In the pursuit of professional growth and job satisfaction, many employees find themselves contemplating the allure of greener pastures. A higher salary, promises of a better company culture, and the excitement of a new position can be enticing. However, as we delve into the intricacies of job transitions, it becomes evident that the grass is not always greener on the other side. In this blog post, we explore the pitfalls associated with changes in pay, differences in company culture, and the inevitable learning curve that accompanies a new position.

A common motivator for seeking new employment is the prospect of a higher salary. While financial considerations are undeniably important, it's crucial to recognize the hidden costs that may come with a new job. Beyond the paycheck, employees should consider the overall compensation package, including benefits, bonuses, and potential long-term growth at the organization.  There will be challenges and adjustments that the employee will need to make in order to fit into the new organization.

Company culture plays a pivotal role in job satisfaction and overall well-being. Transitioning to a new workplace inevitably brings with it the need to adapt to a different set of cultural norms, communication styles, and organizational values. Employees may find that what worked seamlessly in their previous job may not align with the new company's culture.

Before making a move, individuals should carefully evaluate the cultural fit and consider whether they are prepared for potential culture change. A misalignment between personal values and organizational culture can lead to dissatisfaction and have employees wishing they had not made the move in the first place. 

Starting a new job is like embarking on a journey into uncharted territory. The initial excitement may give way to a challenging period of adaptation, commonly referred to as the "3-6 months of pain." Learning new processes, understanding team dynamics, and mastering the intricacies of the role can be demanding and, at times, frustrating.

Employees should be prepared for this adjustment period and approach it with patience and resilience. Recognizing that it's a temporary phase that often precedes a period of significant growth can help individuals navigate the challenges more effectively.  This should also be talked about with their immediate family members as typically higher levels of stress and anxiety also appear during this time.

While the prospect of greener pastures can be alluring, it's essential for employees to approach job transitions carefully. A higher salary may come with hidden costs, differences in company culture may pose unexpected challenges, and the initial learning curve can be demanding.

Before leaping into the unknown, individuals should conduct thorough research, weigh the pros and cons, and carefully consider whether the potential benefits align with their long-term career goals and personal values. By acknowledging the complexities associated with job transitions, employees can make informed decisions that lead to not just greener pastures but genuinely fulfilling professional landscapes.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why Business Leaders Need to Get Off their Thrones

In the dynamic landscape of businesses, the role of leaders has evolved beyond simply occupying thrones of authority. To truly drive a culture of excellence, business leaders must step down from their pedestals and actively engage with their teams. In this blog post, we'll explore three actionable strategies to foster a high-performing culture: taking the temperature of the organization, sharing a meal with employees, and delivering $100 high fives.

Great leaders understand the pulse of their organizations. Taking the temperature involves actively seeking feedback, gauging employee morale, and understanding the collective heartbeat of the workplace. It's about creating channels for open communication where employees feel heard, valued, and encouraged to share their thoughts.  When you walk into an organization such as “Ramsey Solutions” you feel the energy and that is partly because the CEO walks around talking to the employees to know where there are potential pitfalls in the organization to be addressed.

Eating lunch with employees might seem like a small gesture, but its impact on organizational culture is profound. Sharing a meal breaks down hierarchical barriers and creates a relaxed setting for genuine conversations. It humanizes leaders and reinforces the idea that everyone is part of the same team.

Leaders who make an effort to join their teams for lunch not only gain insights into the daily experiences of their employees but also demonstrate a commitment to building a cohesive and inclusive workplace. Breaking bread fosters camaraderie, strengthens relationships, and contributes to a positive work culture that extends beyond the boardroom.

In a high-performing culture, recognition is currency. However, it's not just about patting someone on the back; it's about celebrating successes in a meaningful and memorable way. Enter the concept of $100 high fives—recognizing exceptional efforts with a symbolic and tangible reward.

This gesture goes beyond traditional recognition programs. It's about creating a culture where accomplishments, no matter how small, are celebrated openly and with enthusiasm. The monetary value is less important than the act itself, as it sends a powerful message that hard work and dedication are not only noticed but also valued.

To drive a high-performing culture, business leaders must dismantle the traditional barriers that separate them from their teams. Getting off thrones and actively engaging with employees is not a sign of weakness but a demonstration of strong leadership. Taking the temperature of the organization, sharing meals with employees, and implementing innovative recognition strategies like $100 high fives are actionable steps that can transform a workplace culture.

As leaders embrace these approaches, they not only contribute to a more vibrant and collaborative work environment but also inspire their teams to reach new heights of performance and success. After all, a great culture begins with leaders who are willing to step down, connect authentically, and champion the extraordinary efforts of their teams.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Company Culture And Why We May Get It Wrong?

In modern workplaces, the concept of company culture has become a buzzword, an elusive ideal that organizations strive to achieve. However, despite good intentions, many companies find themselves grappling with a company culture conundrum. Why do we often get it wrong? This blog post explores some common pitfalls, including the challenges of creating inclusive environments, the impact of affinity groups, and the consequences of hasty hiring practices.

At the core of any successful company culture lies the fundamental human need to be known and heard. Employees crave recognition and understanding, not just as cogs in a machine but as individuals with unique perspectives, experiences, and aspirations. Fostering an environment where everyone feels seen and heard is crucial for building a positive and inclusive culture.

While setting up groups such as LGBTQ, women's networks, or other affinity groups can be a positive step toward fostering inclusivity, it's essential to tread carefully. These groups, while beneficial for providing support and a sense of community, can unintentionally create divisions. Employees who do not identify with these specific groups may feel alienated, leading to a fractured rather than cohesive company culture.

Striking the right balance involves acknowledging and celebrating diversity without inadvertently excluding or marginalizing individuals who don't fall within the defined categories. Encouraging open dialogue and creating opportunities for cross-functional collaboration can help bridge the gap and build a more inclusive culture.

Another common stumbling block in cultivating a healthy company culture is the haste with which organizations approach hiring. In the race to fill vacant positions quickly, companies may overlook the importance of finding candidates who align not only with the job requirements but also with the organization's values and cultural focus.

Hiring too fast can result in a cultural mismatch, where new hires struggle to fit into the existing work environment. This can lead to a disjointed company culture, decreased employee morale, and ultimately, high turnover rates. Taking the time to evaluate cultural fit during the hiring process can pay dividends in the long run, contributing to a more sustainable company culture.

Company culture is a delicate ecosystem that requires thoughtful cultivation and continuous refinement. To avoid the pitfalls that often accompany the quest for a positive workplace culture, organizations must prioritize the human element. Recognizing the importance of individuals feeling known and heard, navigating the challenges of affinity groups with care, and adopting a deliberate approach to hiring are key steps toward building a company culture that stands the test of time. In the pursuit of a thriving workplace culture, let's shift our focus from speed to intentionality and from exclusion to genuine inclusivity.  People need to feel valued and taking time to get the correct people, making sure everyone feels connected, and that the leadership cares is crucial for a sustainable culture.

Have a great week!

“Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees.    How can our business make more profitable transactions and stay out of the commodity battle with low profits?  How can we land and keep top talent in our organization with the salary wars.  Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book