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

Strategies for Driving Growth and Success With Your Sales Team

September 28, 2024

In the fast-paced world of sales, effective management is key to driving growth and achieving success. Yet, traditional management approaches often fall short when it comes to inspiring and motivating sales teams to reach their full potential. To truly unlock growth in sales, managers must adopt a leadership mindset, invest in their teams, maintain regular communication, and empower sales professionals to become the heroes of their own success stories. In this post, we'll explore these strategies and how they can lead to transformative results for sales teams.

Lead, Don't Manage

Effective sales leadership goes beyond simply managing tasks and quotas; it involves inspiring and guiding sales professionals to excel. Rather than micromanaging every aspect of their team's activities, sales managers should focus on leading by example, providing mentorship, and empowering their teams to take ownership of their success. By fostering a culture of leadership and accountability, managers can cultivate a high-performing sales team that is driven to achieve and exceed its goals.

Invest in Your Team

Investing in the development and growth of sales team members is crucial for long-term success. This investment can take many forms, including providing training and professional development opportunities, offering coaching and feedback, and providing resources and support to help sales professionals excel in their roles. By investing in their team's success, managers demonstrate their commitment to their employees' growth and development, fostering loyalty, motivation, and a sense of belonging within the team.

Check In Regularly

Regular communication and feedback are essential for ensuring that sales teams stay on track and aligned with organizational goals. Rather than waiting for quarterly or annual reviews, managers should make it a priority to check in regularly with their team members to provide guidance, support, and feedback. These check-ins offer opportunities to celebrate successes, address challenges, and course-correct as needed, keeping the team focused and motivated to achieve their objectives.

Make Them the Hero of Their Own Story

Sales professionals are driven by a desire to succeed and make a meaningful impact in their roles. The managers of the sales team need to find ways to support and equip their members to become successes to help keep motivation going. Without helping the sales professionals to become “Heros Of Their Story,” the managers are failing to support the team effectively. Just like we make the customers heros, we need to make sure our team members are the hero in their stories.

Successfully managing a sales team for growth requires more than just overseeing day-to-day activities; it involves leading by example, investing in team development, maintaining regular communication, and empowering sales professionals to become the heroes of their own success stories. By adopting these strategies, sales managers can drive growth, inspire excellence, and create a culture of success within 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

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

Questions for Employee Engagement

September 7, 2024

Employee engagement is the heartbeat of any successful organization. It's the pulse that drives productivity, fosters innovation, and cultivates a positive work culture. Understanding the engagement levels of your employees is crucial for nurturing a thriving workplace environment. While various methods exist to measure engagement, one effective approach is simply through dialogue. By asking the right questions, employers can gain valuable insights into what motivates their team members and how to enhance their satisfaction and commitment. Here are three essential questions to ask employees to gauge their engagement levels:

What are your values?

Understanding an employee's values provides profound insights into their motivations and aspirations. When employees personal values align with those of the organization, they are more likely to feel fulfilled and engaged in their work. By asking this question, employers and employees can assess whether there is alignment between the company's values and the individual's, fostering a sense of belonging and purpose.

Responses to this question can vary widely, from a focus on personal growth and development to a desire for social impact or fulfillment in the mission. By recognizing and respecting these values, employers can tailor their approach to employee engagement, offering opportunities that resonate with their team members on a deeper level.

What do you hope to get from this job?

This question delves into the employee's expectations and goals, providing valuable insights into their level of satisfaction and engagement. By understanding what employees hope to gain from their roles, employers can identify areas for improvement and opportunities for growth.

Responses may include a desire for career advancement in a certain area of the organization, skill development, meaningful work, or a supportive work environment. By actively listening to employees' aspirations, employers can tailor development plans, provide relevant training opportunities, and create a conducive work environment that fosters growth and fulfillment.

Why did you choose this team?

Asking employees why they chose to work within a specific team sheds light on their perceptions of team dynamics, leadership, and organizational culture. It also reveals what aspects of the team resonate with them and contribute to their engagement.

Responses may highlight factors such as collaborative work culture, strong leadership, shared values, or opportunities for mentorship and learning. By understanding why employees are drawn to a particular team, employers can leverage these strengths to enhance engagement across the organization.

Asking the right questions is instrumental in understanding employee engagement levels and fostering a thriving workplace environment. By delving into employees' values, expectations, and team preferences, employers can gain valuable insights into their motivations and aspirations, enabling them to tailor engagement strategies that promote satisfaction, productivity, and retention. Ultimately, prioritizing employee engagement is not only essential for individual well-being but also for the long-term success and sustainability of the organization.

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 Do I Grow My Leadership

August 31, 2024

In the dynamic world of leadership, continuous growth is the name of the game. To elevate your leadership capacity and reach new heights of success, you need a winning combination of ambition, strategy, and relentless self-improvement. Here are three powerhouse strategies to supercharge your leadership journey:

Leadership begins with the thirst for continual knowledge. There's no better way to expand your mind than through the pages of a book. By committing to just 10 pages a day, you can devour a 300 page book in a month and up to 12 books a year. Imagine the wealth of insights, strategies, and inspiration waiting to be discovered within those pages. Whether it's timeless classics or cutting-edge bestsellers, make reading a daily habit to fuel your growth and sharpen your leadership skills.

True leaders never stop learning. Investing in your development is not just a smart move—it's essential for staying ahead of the curve. Dedicate yourself to taking at least one training or development program each year. Whether it's a workshop, seminar, or an industry conference, seeking opportunities to hone your skills, broaden your knowledge, and refine your leadership style. By continuously upgrading your toolkit, you'll position yourself as a dynamic and adaptable leader ready to tackle any challenge head-on.

Learning by yourself will always limit yourself and every great leader has a strong support system. Joining a mastermind group is like adding rocket fuel to your leadership journey. Surround yourself with like-minded individuals who share your passion for growth and excellence. Through regular meetings, brainstorming sessions, and accountability check-ins, mastermind groups provide a powerful platform for collaboration, feedback, and mutual support. Together, you'll challenge assumptions, share insights, and hold each other accountable to reach new heights of success. Having a group of individual business leaders has helped me to grow my business more than if I tried to do everything on my own.

Leadership isn't just about having a title—it's about having the vision, courage, and commitment to inspire others and drive meaningful change. By harnessing the power of reading, investing in your development, and leveraging the collective wisdom of a mastermind group, you'll turbocharge your leadership capacity and unlock your full potential. So, what are you waiting for? It's time to step up, stand out, and lead with confidence and conviction.

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

Ways To Increase Your Leadership Ability

July 27, 2024

In the dynamic realm of leadership development, our commitment to growth is not just an individual pursuit but a collective journey. In this blog post, we'll explore how, together, we can harness the power of books, collaborative annual trainings, and our mastermind community – a personal board of advisors dedicated to propelling us forward.

Our collective leadership journey begins with the simple yet impactful act of shared reading. By engaging in regular reading, we open the door to a multitude of perspectives, styles, and strategies.

Reading a variety of materials allows us to benefit from diverse insights. Each perspective contributes to our collective understanding, fostering a culture of inclusivity and innovation. Regular reading of industry-related content, leadership literature, and current affairs ensures that we make informed decisions that resonate with our goals. I am often having to sit back and digest content that I have read to understand how I can utilize it in my day to day life. By doing so and not simply reading we can at more tools to our box and move forward faster.

Annual trainings are also a great resource and are not just opportunities for individual growth – they are occasions for us to invest in ourselves as well as our teams. Customized training ensures relevance and immediate applicability to our shared context. Beyond the content, annual trainings provide valuable opportunities for us to connect with other leaders, share experiences, and learn from their successes and setbacks.

Building a shared professional network strengthens our collective influence. This professional network can become part of our community. It can become our shared board of advisors, a powerful force that brings diverse perspectives and collective wisdom to our collective leadership table. We call these our mastermind groups.

Engaging with a group of like-minded individuals fosters mutual learning. By sharing insights, experiences, and challenges, we create a collaborative environment where everyone benefits from our collective knowledge. This group of individuals coming together helps us build a system of accountability. By discussing our shared goals and progress, we motivate each other to stay on track, ensuring that our leadership development is a shared and intentional journey.

When faced with challenges, our mastermind group becomes a think tank. Leveraging the collective intelligence of the group provides innovative solutions and fresh perspectives, fortifying our collective problem-solving capabilities.

By embracing shared reading, joint trainings, and active participation in our mastermind community, we embark on a comprehensive and collective leadership development strategy. Our growth is not just individual – it's a shared commitment to the success of our team and organization. As we evolve together, so does our capacity to lead with collective wisdom, resilience, and a unified vision.

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

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

Importance Of Employee Engagement In The Workplace

May 25, 2024

In the vast tapestry of the workplace, two intertwined threads hold the power to weave success or sow discontent – employee engagement and buy-in. Shockingly, Gallup reports that only 30% of employees are engaged in their work, a statistic that sends ripples across organizational dynamics. This blog post explores the profound impact of employee engagement and buy-in, delving into how poor leadership can result in high turnover, slower speed, and higher costs. On the flip side, we'll unravel the compelling evidence that engaging leaders not only boost morale but also contribute to the bottom line, making organizations more profitable.

startling revelation from Gallup that only 30% of employees are engaged in the workplace serves as a wake-up call for organizations. This disengagement epidemic is a silent disruptor, subtly undermining productivity and stifling the potential for growth.

Disengagement acts as a silent saboteur, eroding the foundation of a thriving workplace. The consequences of a disengaged workforce extend far beyond the individual, impacting the collective success of the organization. Understanding the depth of the engagement crisis is the first step toward fostering a workplace culture that not only retains talent but propels it toward excellence.

Poor Leadership

At the heart of the disengagement crisis often lies poor leadership. When leaders fail to inspire, support, or communicate effectively, they inadvertently contribute to an environment where apathy thrives.

Disengaged employees are more likely to seek greener pastures. Poor leadership practices result in a revolving door of talent, leading to the costly cycle of recruitment, onboarding, and lost institutional knowledge. When employees are disengaged, tasks take longer to complete, deadlines are missed, and the overall speed of organizational progress grinds to a halt.

The fallout from disengagement translates into higher costs. From recruitment expenses to the tangible impact on productivity, organizations pay a hefty price for poor leadership and a disengaged workforce.

Engagement and Buy-In

Beyond engagement lies a related concept that is equally critical for organizational success – buy-in. Employee buy-in is the commitment and belief in the organization's goals, values, and strategies. The two are intrinsically linked, with buy-in being a manifestation of deep engagement.

Engaged employees naturally buy into the organization's vision. They see themselves as integral parts of the larger narrative, actively contributing to the realization of shared goals. Buy-in extends beyond tasks; it aligns with organizational culture. Engaged employees not only understand but also resonate with the values and principles that define the workplace. Both engagement and buy-in represent a mutual commitment. Engaged employees are committed to giving their best, while buy-in reflects a commitment from employees to invest their energy and efforts into achieving organizational success.

The Engagement Dividend

On the flip side of the coin, organizations with engaging leaders reap the benefits of what can be termed the "engagement and buy-in dividend." Engaging leaders cultivate a workplace culture where employees feel valued, heard, and motivated to contribute their best. Engaged employees are more productive. Engaging leaders inspire their teams, fostering a sense of purpose and dedication that directly translates into improved efficiency and output. The engagement and buy-in dividend goes beyond feel-good metrics; it directly impacts the bottom line. Organizations with engaged employees experience higher profitability, as motivated teams drive innovation, customer satisfaction, and overall business success.

Employee engagement and buy-in are not just buzzwords; they're the cornerstone of organizational success. The consequences of disengagement are severe, ranging from high turnover to increased costs and sluggish progress. However, engaging leaders can flip the script, transforming a workplace culture from apathetic to vibrant. As organizations invest in fostering engagement and buy-in, they aren't just nurturing happier employees; they're cultivating a fertile ground for sustained profitability and success. It's time for leaders to recognize the pivotal role they play in shaping engagement, knowing that a fully engaged and bought-in workforce is the catalyst for organizational excellence.

Organizations need to have an engaged organization if they want to thrive in the coming years. I hope this has helped. 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

Trust And Influence Go hand In Hand

May 18, 2024

In the intricate dance of leadership, two powerful forces—trust and influence—stand as pillars that not only support but elevate each other. This blog post delves into the symbiotic relationship between trust and influence, emphasizing how trust forms the bedrock for influence, and how, in turn, influencing others is a testament to the trust placed in them.

Trust: The Bedrock for Influence

Trust is the currency of leadership. It's the intangible force that binds teams together and propels leaders to greater heights. Without trust, the foundation for influence crumbles. Trust acts as the bridge between a leader and their team. It's the unspoken agreement that each party can rely on the other, creating an environment where influence can flourish. Trust is also an emotional investment. Leaders who establish trust create a connection with their team that goes beyond the transactional, forming the basis for genuine influence.

Influence

Now let’s talk about influence. Influence is the art of inspiring action, and it thrives where trust is abundant. A leader's ability to influence is not just a measure of their charisma; it's a reflection of the trust vested in them by their team. Influential leaders don't just talk the talk; they walk the walk. Their actions align with their words, reinforcing the trust their team places in them and amplifying their power of influence.

Influence stems from the confidence others have in a leader's decisions as well. When trust is established, team members are more likely to follow a leader's guidance, knowing it comes from a place of genuine care and expertise.

The beauty of the trust-influence dynamic lies in its reciprocity. Just as leaders need the trust of their team for effective influence, they must reciprocate that trust by acknowledging and valuing the capabilities of their team members. Influential leaders trust their team to handle responsibilities. By delegating tasks and projects, they empower their team members, demonstrating confidence in their abilities. This does not mean that the leaders do this blindly, but having a proven track record from their team will enable this to be a possibility.

Trusting team members also fosters an environment where creativity and innovation thrive. Influential leaders inspire by giving their team the freedom to explore new ideas, knowing that trust underpins the journey towards success.

In the world of leadership, trust and influence form a dynamic duo that transforms ordinary teams into exceptional ones. Trust is the fertile soil in which the seeds of influence grow, and influential leaders reciprocate by trusting in the potential and abilities of their team. As you navigate the landscape of leadership, remember that building trust takes time, but its impact on influence is immeasurable. Cultivate trust, wield influence responsibly, and watch as your leadership journey one of mutual trust and inspired influence.

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

Servant Leadership Attributes

May 11, 2024

In the ever-evolving landscape of leadership philosophies, servant leadership stands out as a beacon of collaboration, trust, and genuine connection. This blog post dives into the attributes of servant leadership, focusing on the core tenets of serving from one's position, placing immense value on others, nurturing trust, and prioritizing effective communication. Let's explore how embodying these attributes can transform your leadership style and foster a thriving, interconnected team.

At the heart of servant leadership is the concept of leading from the front. Rather than wielding authority, a servant leader actively serves their team, aligning their actions with the needs of those they lead. By Roll up their sleeves and get in the trenches with their team. A servant leader is not afraid to take an active role, demonstrating that leadership is about doing, not just directing.

Placing Immense Value on Others

Servant leaders view every team member as a person of inherent worth, deserving of respect, and appreciation. This value-centric approach forms the foundation of a positive and inclusive team culture. Servant leaders identify and appreciate the unique strengths and talents of each team member. This not only boosts morale but also fosters an environment where everyone feels acknowledged and valued.

Nurturing Trust

Trust is the currency of effective leadership. A servant leader prioritizes the establishment and maintenance of trust, creating an environment where open communication and collaboration flourish. This also means that servant leaders need to be consistent in their actions and decisions. A servant leader builds trust by being reliable and predictable, instilling confidence in their team and fostering an atmosphere of transparency.

A servant leader communicates openly, sharing insights, challenges, and decisions with their team, thereby cultivating a culture of trust. Communication is the lifeblood of any successful team. Servant leaders excel in facilitating clear and open communication, ensuring that information flows freely and that every team member feels heard. A servant leader ensures that their messages are easily understood, minimizing misunderstandings and promoting a shared understanding of goals and expectations.

Servant leadership is not just a leadership style; it's a philosophy that transforms the very essence of leadership. By serving from their position, placing immense value on others, nurturing trust, and prioritizing effective communication, servant leaders create environments where teams thrive, collaborate, and innovate. Embrace these attributes, and watch as your leadership becomes a force for positive change, inspiring and empowering those around you.

I hope this year starts a new view on leadership and helps you and your organization thrive!

“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

3 Quick Skills To Implement As A Leader

May 4, 2024

In the dynamic realm of leadership, your communication skills are the secret weapon that separates the good from the great. This blog post is your crash course in leadership communication, focusing on the power moves that make a real impact.

Let’s begin with one of the simple ways to start communicating better. Eye contact. When you lock eyes, you're not just talking; you're forging a connection, building trust, and radiating the confidence of a leader who means business. Eyes speak louder than words. Establish trust by locking eyes and showing your team that you're not just leading from the front but standing right there with them.

Leadership is a conversation, not a lecture. Think of it as a friendly chat at your favorite coffee spot. When you speak to your team like friends, you dismantle barriers and turn your workplace into a hub of genuine connection. No more stiff hierarchies. Embrace a conversational vibe that says, "We're in this together," creating an environment where ideas flow freely. Be real. Talk in a way that resonates with your authentic self, creating an atmosphere where everyone feels heard, valued, and part of something bigger.

Effective leadership isn't a solo act; it's a team sport so we do not want to dictate to others, but show them that they matter and we will have a team ready to fight by our sides for the long haul. You can do this and these simple ideas can be implemented immediately to set you up for success.

I hope this short and sweet post helps you with your leadership! 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

Sales Management Strategies For Sales Growth

April 20, 2024

In the fast-paced world of sales, achieving consistent growth isn't just about closing deals—it's about fostering a high-performing team. This blog post delves into powerful sales management strategies that prioritize team investment through training, knowledge enrichment, and consistent communication. Let’s get into how you can achieve a solid team with strong sales growth.

Investing in Your Team

In the dynamic landscape of sales, knowledge is a potent weapon. Equip your team with the skills and insights they need to navigate the complexities of the market. Investing in regular training sessions and providing access to relevant books not only sharpens their sales acumen but also fuels a culture of continuous improvement.

When it comes to training programs, we need to make sure we address specific skill gaps or industry trends that our team is lacking in. Whether it's mastering new sales techniques or staying updated on product knowledge. Maybe the team could use an extra layer of negotiations training from a solid program to help them work with customers to a solid solution instead of having to escalate to management for every negotiation. An investment in education pays dividends in enhanced performance.

Encourage your team to delve into sales-centric literature. Books offer unique perspectives, fresh ideas, and invaluable insights. Create a reading culture within your team, fostering a shared knowledge that you can discuss as a team consistently to make sure everyone is grasping the knowledge. Sharing is caring in most cases and in sales hearing other’s perspective on a topic will open their minds to other options in their through process.

Temperature Checks

A successful sales team operates like a well-oiled machine. Regularly gauge the team's morale, challenges, and triumphs to identify areas for improvement. This temperature check isn't just about numbers; it's about understanding the heartbeat of your team. Fostering an environment where team members feel comfortable sharing their thoughts. Regular check-ins, team meetings, and one-on-one conversations can uncover hidden challenges and provide valuable insights for addressing issues promptly.

Consistency Is Key

Consistency is the bedrock of any successful team. Whether it's communication, expectations, or feedback, maintaining a steady course builds trust and loyalty. Team members thrive when they know what to expect and feel secure in their roles. Set clear expectations and communicate them consistently. Regular updates on goals, performance, and any changes in strategy keep everyone on the same page, fostering a sense of unity and purpose.

Most organizations only do once a year check in on goals or maybe a semi-annual check. We need to keep our teams moving forward so at a minimum quarterly check ins are required to keep goals fresh in the minds of the team and pivot if necessary to a new goal if needed.

Investing in your sales team isn't just an expense—it's an essential strategy for driving sustainable sales growth. By prioritizing continuous training, understanding the pulse of your team, and maintaining consistency in leadership, you're laying the foundation for a high-performance culture. In this environment, your sales team becomes not just a group of individuals but a cohesive force ready to conquer challenges and propel your business to 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

Four Ways To Improve Leadership Skills

April 6, 2024

Leadership is a dynamic and evolving skill set that requires continuous development and refinement. Whether you're a seasoned executive or an emerging leader, there are various avenues to enhance your leadership skills. In this blog post, we'll explore four impactful approaches to improving leadership abilities: books, training programs, formal education, and participation in mastermind groups.

Books: The Wisdom of Pages

Books have long been a valuable resource for leadership development, providing insights, strategies, and real-world examples. Bring a constant reader will help us to be better leaders. We need different insights from people that have experience in certain areas of leadership. It’s like adding a new tool to our toolbox so we can do more activities.

Training Programs: Practical Learning on Leadership

Enrolling in leadership training programs is a hands-on way to develop and apply leadership skills. These programs often include workshops, simulations, and interactive exercises designed to enhance specific leadership competencies. Depending on what area that we are looking for there is likely a training out there to help with that aspect of leadership.

There is no one training that will give us all of the tools for success in leadership. Just like with books we need to figure out what area we want to gain knowledge on and look up that training. This will give us more hands on help than what books do.

Formal Education: Elevating Leadership Through Degrees

Formal education provides a structured and in-depth exploration of leadership principles. Pursuing a degree in leadership or a related field can offer a comprehensive understanding of organizational dynamics and strategic leadership. Most individuals go forth with a Master’s like an MBA which helps leaders think more strategically and a 10,000 ft. level overview.

Mastermind Groups: Collaborative Learning and Peer Support

Mastermind groups bring together like-minded individuals seeking growth, providing a platform for collaborative learning and peer support. These groups facilitate discussions, share experiences, and offer diverse perspectives on leadership challenges. Individuals in a mastermind that will allow us to bounce ideas off each other. This a trusted group like a board of advisors for us.

Leadership is a journey of continuous learning and growth. Whether through absorbing the wisdom of influential authors, actively participating in training programs, pursuing formal education, or engaging in collaborative mastermind groups, leaders have a myriad of opportunities to refine their skills. By embracing a multi-faceted approach to leadership development, individuals can become more effective, adaptable, and inspiring leaders in today's ever-changing professional landscape.

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 Employee Engagement Can Impact Employee Turnover

March 30, 2024

Employee turnover is a persistent challenge faced by organizations worldwide, and its roots often extend beyond salary and job responsibilities. A key factor influencing turnover is the level of employee engagement. In this blog post, we'll delve into the three critical assumptions made by employees that contribute to turnover: the perception that leadership doesn't care, a lack of communication, and the absence of meaningful relationships within the workplace.

When Employees Feel Leadership Doesn't Care

One of the most profound reasons employees decide to leave their jobs is the perception that leadership doesn't care about their well-being or professional development. Employees thrive in environments where they feel valued, appreciated, and supported. When leadership fails to demonstrate genuine concern for their team members, employees can become disheartened and disengaged.

Impacts on Turnover:

Decreased Morale: A lack of perceived care from leadership can lead to a decline in employee morale. When individuals feel their efforts go unnoticed or unappreciated, they may question the value of their contributions to the organization.
Reduced Motivation: Motivation is closely tied to the belief that one's work matters and is recognized. When employees feel leadership indifference, their motivation to go above and beyond diminishes, leading to a decline in overall performance.
Attrition: Employees who perceive a lack of care from leadership may seek opportunities elsewhere, where they anticipate a more supportive and appreciative environment. This can significantly contribute to increased turnover rates.

The Impact of Communication (or Lack Thereof)

Effective communication is the lifeblood of any thriving organization. When communication channels break down or fail to meet the needs of employees, it can create a sense of uncertainty and frustration. This lack of clarity and connection can have profound effects on employee engagement and, subsequently, turnover.

Impacts on Turnover:

Confusion and Frustration: Inadequate communication breeds confusion among employees. When they are unsure about expectations, changes, or the company's direction, frustration can set in, eroding the sense of purpose and engagement.
Missed Opportunities for Improvement: A lack of communication stifles the exchange of ideas and feedback. Employees who feel unheard may become disillusioned, missing the chance to contribute valuable insights that could enhance the work environment.
Increased Stress Levels: Unclear communication often leads to increased stress levels. As employees grapple with uncertainty and ambiguity, their job satisfaction decreases, making them more susceptible to considering alternative employment options.

The Crucial Role of Relationships

Workplace relationships are not just a perk; they are a fundamental aspect of job satisfaction and employee engagement. When employees lack meaningful connections with their colleagues and superiors, the workplace can feel isolating and impersonal.

Impacts on Turnover:

Diminished Job Satisfaction: Meaningful relationships contribute significantly to job satisfaction. When employees lack a sense of camaraderie and connection, their overall satisfaction with their jobs decreases, making turnover more likely.
Weakened Team Dynamics: Strong relationships within a team foster collaboration and innovation. When interpersonal connections are lacking, team dynamics suffer, impacting the quality of work and potentially driving talented individuals away.
Increased Vulnerability to External Opportunities: Employees who lack meaningful relationships within their current workplace may be more open to exploring opportunities elsewhere, where they believe they can build stronger connections with their colleagues.

Employee engagement is not a mere buzzword but a critical element that directly influences an organization's ability to retain its talent. By addressing these three assumptions – demonstrating leadership care, enhancing communication channels, and fostering meaningful relationships – organizations can create a workplace where employees feel valued, heard, and connected. In doing so, they not only improve engagement but also fortify their defenses against the costly challenge of employee turnover.

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

Unlocking Team Engagement: Three Powerful Questions to Foster Connection

March 23, 2024

Building a cohesive and engaged team is not just about the tasks at hand but also about understanding the individuals who make up the team. One effective way to achieve this is by asking thought-provoking questions that delve into the core values and motivations of team members. In this blog post, we will explore three powerful questions that go beyond the surface, creating meaningful connections and fostering better engagement within your team.

Unveiling Core Values:

Question 1: What are your values?

Understanding the values that drive each team member is key to fostering a harmonious and purpose-driven work environment. By asking this question, you open the door to discussions about personal and professional principles that guide decision-making and behavior. Team members may share values such as collaboration, innovation, integrity, or inclusivity, providing insights into what they find essential for a successful and fulfilling team experience.

Pro Tip: Encourage team members to not only list their values but also share a brief story or example of how these values have influenced their actions in the workplace. This adds a layer of personal connection to the discussion.

Aligning Individual Goals with Team Objectives:

Question 2: What do you hope to get from this job?

While job roles and responsibilities are clearly defined, understanding the individual aspirations and goals of team members is crucial for fostering engagement. This question opens the door for team members to express their professional development goals, career aspirations, and personal motivations. By aligning individual ambitions with team objectives, you can create a work environment that supports the growth and fulfillment of each team member.

Pro Tip: Use the insights gained from this question to explore ways the team can collectively contribute to the achievement of individual goals. Establishing a connection between personal aspirations and team success can be a powerful motivator.

Exploring Team Affinity:

Question 3: Why did you choose this team?

Team dynamics play a significant role in job satisfaction and engagement. By asking team members why they chose to be part of this specific team, you gain valuable insights into what attracted them and what they value in a collaborative setting. This question encourages team members to reflect on their initial impressions, the team's culture, and the unique qualities that make it a compelling and desirable group to work with.

Pro Tip: Use the responses to this question to identify and celebrate the strengths of the team. Recognizing and amplifying these positive aspects can enhance team cohesion and create a sense of pride among its members.

Asking these three powerful questions – exploring values, understanding job aspirations, and uncovering reasons for team choice – goes beyond the surface level of team interactions. It provides a framework for meaningful conversations that contribute to a more engaged and connected team. By incorporating these questions into team-building activities or one-on-one discussions, you pave the way for a work environment where individuals feel seen, heard, and motivated to contribute their best to the collective success of the team.

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

7 Ways To Build Trust In A Team

March 16, 2024

In this blog post, we'll explore seven exciting ways to build trust in a team that are a way to build connection and influence with your team members while doing things that are fun as well as making people rely on each other. In this post we will have seven ideas for building trust and connection with your team.

The first idea we will use is escape rooms. Escape rooms are not just a thrilling pastime; they also serve as an excellent platform for team-building. These immersive experiences require participants to rely on each other's strengths, communicate seamlessly, and trust their teammates' instincts. The shared adrenaline rush and sense of accomplishment after successfully escaping create lasting bonds among team members.

There's something magical about bonding over a barbecue. The sizzle of the grill, the aroma of delicious food, and the casual atmosphere create the perfect setting for team members to relax and connect on a personal level. Sharing a meal fosters camaraderie and trust, breaking down professional barriers and allowing individuals to see their colleagues in a different light.

Regularly eating lunch together may seem like a simple routine, but it can significantly impact team dynamics. Breaking bread creates an informal space for team members to share experiences, discuss ideas, and develop a deeper understanding of each other's strengths and weaknesses. This familiarity builds trust and encourages open communication. I have personally watched purchasing groups that were each day sit together and laugh, enjoy stories, and build a working family through these experiences.

Acknowledging and appreciating individual contributions is vital for team morale and trust. Implementing a kudos awards system, where team members recognize and commend each other's efforts, fosters a positive and supportive atmosphere. Publicly celebrating achievements not only boosts confidence but also reinforces the idea that each member's role is crucial to the team's success. This actually does not have to be done by the leader, but by other team members recognizing their team members to highlight and lift others up.

In addition to internal recognition, acknowledging team achievements in a public forum strengthens trust. Whether through company-wide announcements, newsletters, or team meetings, highlighting successful escape room escapades and collaborative victories builds a sense of pride and solidarity. Public recognition reinforces the idea that trust and teamwork are core values within the organization.

Consistency is the glue that holds a team together. Establishing reliable processes, communication channels, and team roles creates a sense of stability. When team members can depend on each other to consistently deliver quality work and support, trust naturally flourishes. It is just like when you show up to any Chick-Fil A restaurant and you have the same high level of service. You can’t help but go there while traveling and abandoning my diet!

While escape rooms are a fantastic team-building activity, diversifying your experiences can deepen trust. Engaging in a variety of events, whether charity initiatives, workshops, or outdoor activities, broadens the team's horizons and provides opportunities for members to showcase different skills and qualities. These shared experiences strengthen bonds and create a well-rounded, trusting team.

By incorporating these seven strategies – from immersive escape adventures to sizzling BBQ gatherings – your team will not only conquer, but also build lasting bonds that extend far beyond. As you navigate the twists and turns of your business needs remember that trust is the ultimate key to unlocking your team's full potential.

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