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

Why True Leaders Test Their Leadership by Leading Volunteers

November 2, 2024

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

Fueling Engagement

September 21, 2024

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

Elevating Engagement

September 14, 2024

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

How To Build A Better Relationship

August 17, 2024

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

Motivation vs. Engagement Which Is Best?

July 6, 2024

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

Engagement Dynamite

June 29, 2024

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

How Not To Let New Employees Down

June 15, 2024

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

Do We Really Need Good Leadership?

June 1, 2024

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

Why We Need The Right Leadership Team

February 17, 2024

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

Don't Quit Before You Quit Your Job

February 10, 2024

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

February 3, 2024

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

Why Business Leaders Need to Get Off their Thrones

January 27, 2024

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

Company Culture And Why We May Get It Wrong?

January 20, 2024

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

Boost Employee Engagement

December 23, 2023

Employee engagement is a vital factor in fostering a motivated and productive workforce. When employees feel valued, connected to the company's mission, and appreciated for their contributions, they are more likely to be engaged and committed to their work. In this blog post, we will explore four key strategies for boosting employee engagement: valuing others through active listening, connecting their role to serving the customer, promoting work-life balance, and offering occasional special incentives rather than constant rewards. By implementing these practices, you can create an environment that empowers your team and drives their overall engagement and satisfaction.

Valuing Others through Active Listening: One of the most powerful ways to boost employee engagement is by valuing others through active listening. This involves genuinely seeking and considering your employees' ideas, feedback, and concerns. By actively listening, you show respect for their perspectives and demonstrate that their input matters. This practice not only encourages open communication but also fosters a sense of ownership and empowerment among your team members. When employees feel heard and valued, they become more invested in their work and are motivated to contribute their best ideas and efforts.

Connecting Their Role to Serving the Customer: Employees are more likely to be engaged when they understand the impact of their work on the customer's experience. Help your team members see the direct link between their roles and the value they provide to customers. This can be achieved through regular communication, sharing customer success stories, and providing opportunities for employees to interact with customers directly. When employees see the positive impact they have on customers, they develop a sense of purpose and pride in their work, driving higher levels of engagement.

Promoting Balance: Recognize that employees are human beings with lives outside of work. Selfcare is a priority in high stress environments, but it is crucial to know that there is no set work – life balance that includes equal hours of work, relax, and sleep. There are some times when people will need to work harder and spend more hours on project, while other times it can be more relaxed. By helping employees understand that they are not a cog in a machine and that there will be times where we work more and times when we work less it will help them understand that we value them as individuals.

Offering Occasional Special Incentives over Constant Rewards: While rewards and incentives can be effective in motivating employees, offering occasional special incentives can have a more significant impact on engagement compared to constant rewards. Constant rewards may become expected and lose their value over time. On the other hand, occasional special incentives, such as surprise bonuses, unique recognition programs, or team outings, create a sense of excitement and appreciation. They can serve as powerful motivators, driving employees to go above and beyond in their work. By strategically offering special incentives, you create a positive work environment that fosters engagement and enthusiasm.

Boosting employee engagement is essential for creating a thriving and high-performing workforce. By valuing others through active listening, connecting their role to serving the customer, promoting balance, and offering occasional special incentives, you can cultivate an environment where employees feel valued, motivated, and connected to the organization's mission. Remember that employee engagement is an ongoing process, and it requires consistent effort and attention. By implementing these strategies, you can create a positive and engaging work culture that inspires your team to reach new heights of 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

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

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

How To Build Trust With Your Team

December 9, 2023

When team members trust one another, they collaborate more effectively, communicate openly, and achieve shared goals with confidence. As a leader, it's your responsibility to create an environment that fosters trust among your team members. In this blog post, we will explore three essential strategies for building trust: showing up correctly, valuing others by learning about them and using a CRM, and being consistent in your interactions. By implementing these practices, you can cultivate a culture of trust that will propel your team to new heights of success.

Show Up Correctly: Showing up correctly means being fully present and engaged in every interaction with your team. It's about actively listening, providing undivided attention, and demonstrating genuine interest in what others have to say. By showing up correctly, you convey respect and validate the importance of your team members' contributions. This practice establishes a strong foundation of trust by creating an atmosphere where everyone feels heard, valued, and supported. Remember, your presence and attentiveness are powerful tools that can enhance team morale and inspire loyalty.

To build trust within your team, it's crucial to invest time and effort in getting to know your team members on a personal level. Take the initiative to learn about their strengths, aspirations, and challenges. A great way to facilitate this process is by utilizing a Customer Relationship Management (CRM) system. While traditionally used in sales and marketing, a CRM can be adapted to manage and maintain relationships within your team. By storing information about your team members' preferences, work styles, and personal goals, you demonstrate that you value them as individuals and are committed to their growth and success. Regularly revisiting and updating this information allows you to tailor your interactions and support accordingly, further strengthening the bond of trust.

Consistency is a fundamental element in building trust. Team members need to know what to expect from their leader and rely on consistent behavior and decision-making. By consistently demonstrating fairness, transparency, and integrity, you establish a sense of stability and predictability within your team. When your actions align with your words, trust flourishes. Consistency builds trust by providing a secure and reliable framework that allows your team to focus on their work without unnecessary doubt or uncertainty.

Building trust within your team is a vital responsibility as a leader. By implementing the strategies of showing up correctly, valuing others by learning about them and using a CRM, and being consistent in your interactions, you can cultivate an environment where trust thrives. Trust paves the way for effective collaboration, open communication, and shared success. Remember that trust is not built overnight; it requires consistent effort, active listening, and genuine care for your team members. As trust grows, so will the cohesion, productivity, and overall satisfaction of your team, propelling them towards their goals and fostering a culture of excellence.

“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

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

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

The Best Engagement Ideas To Help Your Team Thrive

October 21, 2023

Employee engagement is a vital ingredient for organizational success. It drives productivity, fosters innovation, and cultivates a positive work culture. However, achieving and sustaining high levels of engagement requires a strategic and holistic approach. In this blog post, we will explore effective engagement strategies, including the implementation of short contests, understanding engagement is a marathon and not a sprint, aligning with organizational values, and expressing gratitude to employees.

Short Contests: can be a powerful tool to ignite enthusiasm and engagement among employees. These contests can range from team challenges, innovative idea competitions, or recognition programs. By incorporating a sense of friendly competition and rewards, short contests provide an opportunity for employees to showcase their skills, creativity, and teamwork. They inject energy into the workplace, promote collaboration, and offer a break from routine tasks, leading to increased engagement.

Engagement is a Marathon, NOT a Sprint: Sustainable engagement requires a long-term perspective. While short contests and initiatives can be impactful, it's crucial to recognize that engagement is an ongoing journey. Organizations should focus on creating an environment that nurtures engagement continuously. This involves fostering open communication, promoting a positive work-life balance, providing growth opportunities, and prioritizing employee well-being. Consistency in these efforts cultivates a culture of engagement and ensures lasting motivation among employees.

Alignment with Organizational Values: Employees are more likely to feel engaged when their personal values align with those of the organization. When individuals believe in and connect with the purpose and mission of the company, they feel a sense of belonging and are motivated to contribute their best efforts. Leaders should clearly articulate and reinforce organizational values, creating a shared sense of identity and purpose. When employees can see the direct link between their work and the organization's values, engagement naturally follows.

Gratitude: Expressing gratitude and appreciation is a fundamental aspect of fostering engagement. Recognizing and acknowledging employees' efforts and accomplishments significantly boosts morale and motivation. Simple gestures such as saying "thank you," celebrating milestones, or providing opportunities for public recognition can go a long way in making employees feel valued. Moreover, involving employees in decision-making processes and seeking their input demonstrates trust and empowers them, leading to increased engagement.

Employee engagement is a critical factor in driving organizational success. By incorporating strategies such as short contests, recognizing engagement as a long-term journey, aligning with organizational values, and expressing gratitude to employees, organizations can create an environment that fosters engagement and empowers individuals to perform at their best. Remember, engagement is not a one-time effort but an ongoing commitment to cultivating a positive and fulfilling work experience for employees.

“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

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

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

Employee Engagement ROI

September 16, 2023

In today's competitive business landscape, success is not solely reliant on innovative products or cutting-edge technology. The true driver of organizational growth and profitability lies in the hands of a highly engaged workforce. In this blog post, we will explore the importance of employee engagement and its potential to provide a significant return on investment. By delving into the startling statistic that 70 percent of employees are not engaged, we will shed light on the transformative power of engaged environments, where speed increases and costs decrease, ultimately leading to higher profits.

The 70 Percent Disengagement Dilemma: It's disheartening to learn that a staggering 70 percent of employees are not fully engaged in their work. Disengaged employees often lack motivation, feel disconnected from their roles, and exhibit decreased productivity. However, this statistic also presents a tremendous opportunity for businesses willing to invest in employee engagement initiatives. By addressing the root causes of disengagement and fostering an environment that values and nurtures employee satisfaction, organizations can unlock the potential of their workforce and drive profitability.

The Impact of Engaged Environments: Engaged environments have a profound impact on organizational success. When employees feel valued, connected, and motivated, they are more likely to go above and beyond to contribute to the company's goals. Engaged employees are passionate about their work, have a sense of ownership, and are invested in the organization's success. This leads to increased productivity, improved customer satisfaction, and reduced turnover rates. Engaged environments foster a positive work culture, collaborative teams, and innovation, creating a ripple effect throughout the entire organization.

Speed Up, Costs Down, More Profits: Engagement directly influences the speed and efficiency with which tasks are performed and projects are completed. Engaged employees are motivated to work diligently, exhibit higher levels of focus and concentration, and take pride in delivering quality results. As a result, work processes become streamlined, decision-making becomes more agile, and productivity soars. Additionally, engaged employees are more likely to contribute innovative ideas, problem-solving skills, and process improvements, reducing costs and increasing operational efficiency. A combination of increased speed and reduced costs directly translates into higher profits and a competitive edge in the market.

Employee engagement is not merely a buzzword; it is a strategic investment that can yield substantial returns for businesses. By recognizing the pressing need to address the disengagement epidemic, organizations can tap into the immense potential of their workforce. Engaged environments foster motivated, productive, and loyal employees who are dedicated to driving organizational success. With speed increasing and costs decreasing, profitability becomes a natural outcome. Investing in employee engagement initiatives not only leads to higher profits but also builds a positive company culture, strengthens employer branding, and enhances customer satisfaction. Embrace the power of employee engagement, and watch your organization thrive in an era where engaged employees are the true catalysts for 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

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

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

https://www.amazon.com/Sales-Process-Uncovered-Success-Influence/dp/0578421518 - Book

Want More Energy As a Leader, Try This...

July 29, 2023

As a leader, you need to be on top of your game at all times. You need to be energetic, focused, and ready to tackle any challenge that comes your way. However, with so many demands on your time and energy, it can be challenging to maintain your physical and mental well-being. That's why stretching can be such a valuable tool for leaders. That’s right stretching. Now don’t leave just yet hear me out.

Back when I got into my 30’s and my energy levels started to go down as well as my metabolism… I noticed that I would get more pains in muscles that I never noticed before. I couldn’t just walk off injuries like before. I needed to change how I did things.

What I found was not only did stretching help my muscles, but stretching helps to improve circulation. When you stretch, you increase blood flow to your muscles, which can help to boost your energy levels. This increased circulation also helps to deliver oxygen and nutrients to your muscles, which can help to reduce fatigue and improve your overall endurance.

As a leader, you likely spend a lot of time sitting at a desk or in meetings. This can lead to poor posture, which can cause fatigue and reduce your energy levels. Stretching can help to improve your posture by releasing tension in your muscles and reducing the strain on your spine and joints. Ever have a shooting pain down your leg that irritated you for weeks on end? This increases stress levels.

Did you know that stretching helps to reduce stress? As a leader, you're likely to face a lot of stress on a daily basis. Stretching can be a great way to release tension and relax your body and mind. When you're feeling stressed or overwhelmed, taking a few minutes to stretch can help you to clear your mind and focus on the task at hand.

Obviously, stretching helps to improve flexibility and range of motion. As you age, your muscles and joints can become stiff and inflexible, which can lead to decreased energy levels and increased risk of injury. Regular stretching can help to improve your flexibility and range of motion, which can help you to feel more energetic and reduce your risk of injury.

Finally, stretching can help to improve your overall mood and well-being. When you stretch, you release endorphins, which are natural chemicals that help to improve your mood and reduce feelings of stress and anxiety. This can help you to feel more energized, focused, and ready to tackle the day ahead.

Stretching is a simple but effective way to boost your energy levels and improve your overall well-being as a leader. By taking just a few minutes each day to stretch your muscles and release tension, you can improve circulation, reduce stress, improve flexibility and range of motion, improve posture, and improve your mood and energy levels. So, the next time you're feeling tired or overwhelmed, take a few minutes to stretch and see how it can help you to feel more energized and focused.

Have a great weekend.

“Businesses wonder why it is still hard to be thought of as the brand of choice with customers. How can our business make more profitable transactions and stay out of the commodity battle with low profits? I equip your sales team to walk with the customer through the five buying decisions, and in the correct order to generate explosive revenues with greater profits!”

www.kevinsidebottom.com

https://drive.google.com/file/d/1lWIVasmkFsoYL4h0AqIZgH6LC3qaw_gI/view?usp=sharing – client profile sheet

The Sales Process Uncovered Membership Page

https://www.amazon.com/Sales-Process-Uncovered-Success-Influence/dp/0578421518 - Book

Why I believe Servant Leadership Is The Best Leadership Style

July 22, 2023

In business today, there are many different leadership styles that people can adopt to guide their teams and achieve their goals. One style that has gained increasing popularity in recent years is servant leadership. This approach to leadership prioritizes the needs of the team members over the needs of the leader, and focuses on creating a culture of service and collaboration. In this post, we'll explore why servant leadership is crucial in business and how it can benefit both the team members and the organization as a whole.

Servant leadership fosters trust and loyalty. When leaders prioritize the needs of their team members, it creates a sense of mutual respect and trust between the leader and the team. This trust can lead to increased loyalty from team members, as they feel valued and supported by their leader. When employees feel like their leader cares about them as individuals, they are more likely to be engaged, committed, and motivated to do their best work.

By prioritizing the needs of the team over their own, servant leaders create a culture of collaboration and teamwork. When team members feel like they are all working towards a common goal and that their contributions are valued, they are more likely to work together effectively and efficiently. This can lead to improved communication, better decision-making, and more innovative ideas.

It also encourages personal and professional growth. When leaders prioritize the needs of their team members, they create an environment that supports personal and professional growth. Servant leaders are often mentors and coaches, helping their team members develop their skills, learn new things, and achieve their goals. By investing in the growth and development of their team members, servant leaders create a culture of continuous improvement and learning.

When leaders prioritize the needs of their team members, they create a supportive and positive work environment. This can lead to improved employee well-being, as team members feel valued, supported, and cared for. Servant leaders are often more empathetic and understanding of the challenges their team members face, and work to create a culture of work-life balance and wellness. This can lead to improved productivity, better decision-making, and more innovative ideas. Servant leaders are often able to create a positive and supportive work environment that attracts top talent and helps to retain existing employees.

By prioritizing the needs of the team over their own, servant leaders can foster trust and loyalty, promote collaboration and teamwork, encourage personal and professional growth, improve employee well-being, and lead to improved business outcomes. By adopting this approach to leadership, organizations can create a culture of service and collaboration that helps their teams thrive and achieve their goals.

Have a great weekend.

“Businesses wonder why it is still hard to be thought of as the brand of choice with customers. How can our business make more profitable transactions and stay out of the commodity battle with low profits? I equip your sales team to walk with the customer through the five buying decisions, and in the correct order to generate explosive revenues with greater profits!”

www.kevinsidebottom.com

https://drive.google.com/file/d/1lWIVasmkFsoYL4h0AqIZgH6LC3qaw_gI/view?usp=sharing – client profile sheet

The Sales Process Uncovered Membership Page