New Managers Need to Help Their Employees Thrive

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

Create Opportunities for Leadership

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

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

Provide Access to Networking and Mentorship

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

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

Foster a Growth-Oriented Culture

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

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

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

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

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Building Success Through Equipping Your Team With The Correct Tools

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

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

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

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

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

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

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

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

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

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

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

Featured Links to Grow Your Influence:

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

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

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Uncovered Membership Page

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

The Sales Process Uncovered Book

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You Are a new Manager or Leader, Now What?

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

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

When we have regular check-ins employees find:

A Voice in the Conversation

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

Clarity and Alignment

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

A Sense of Support

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

Opportunities for Growth

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

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

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

Featured Links to Grow Your Influence:

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

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

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Uncovered Membership Page

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

The Sales Process Uncovered Book

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

Why AI May Not Be The End All Be All In Business

Artificial Intelligence (AI) is shaking up the business world, automating tasks and unlocking data-driven insights. But here’s the catch: AI isn’t a cure-all for business.  Businesses will still need people if they want to thrive and move forward..

Although AI shines at crunching data and repetitive tasks, throw in some ambiguity, and it falters. Real-world business challenges often demand emotional intelligence, creativity, and ethical judgment—things AI simply isn’t ready for. Imagine crafting a marketing campaign for diverse audiences: AI can analyze data, but understanding cultural sensitivities and emotional triggers? AI simply can’t figure out those nuances.

Or think about workplace conflicts. AI can process complaints, but empathy… okay if you talk to my wife I may be a little low on the empathy as well    Even in customer service, chatbots fall flat when dealing with frustrated customers.  I would love to see screen shots of the frustrated customers yelling at the chat bots.  They’re fast but can’t replace the human ability to truly connect and resolve customer problems outside a certain scope with certain wording.

Relationships drive business. AI can boost efficiency and personalize experiences, but it can’t replicate trust, empathy, or connection. Chatbots may respond quickly, but they won’t acknowledge frustration or make a customer feel truly heard. That’s where humans excel.

The same goes for employees. People need recognition and meaningful interactions, not algorithmic evaluations. Over-reliance on AI risks reducing individuals to data points, undermining morale and engagement. Building strong teams and positive cultures requires the human touch AI just can’t deliver yet.

AI is powerful, but it’s no magic bullet. Businesses need to think strategically, using AI to complement human skills, not replace them. The key? Know when to lean on AI and when to trust good old human ingenuity.

Blind reliance on AI can lead to costly missteps. Professionals bring the judgment and insight that machines lack, making collaboration—not substitution—the smarter move.

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

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Bouncing Back Better: Rebuilding Your Business with Grit and Vision

Every Now and then I have guest bloggers post here and today is one of those times with a person that brings great value and has posted here previously. Enjoy this week’s guest blog post provider Candace Sigmon

Every business faces challenging periods, but the key to survival lies in proactive and strategic adjustments. It's vital for leaders to adopt a forward-thinking approach that not only addresses immediate issues but also fortifies the business against future uncertainties. This resilience enables not just survival, but also the possibility of growth despite adversities. By focusing on innovative solutions and maintaining a steadfast approach, businesses can navigate through tough times with confidence. Kevin Sidebottom offers these tips.

Cultivate a Resilient Mindset and Energize Your Team

In challenging times, the resilience of a business leader profoundly influences the team's morale. Embrace a resilient and solution-focused mindset to navigate adversity effectively, keeping your team engaged and motivated. Communicate openly about the difficulties you face while highlighting potential growth opportunities, ensuring your team understands their vital role in the company's resurgence. Celebrate every small win to maintain high spirits, fostering a belief in the company's capacity to recover.

Streamline Operations for Cost Efficiency and Productivity

Turbulent times can expose operational inefficiencies, presenting an ideal moment for process optimization. Scrutinize your workflows to eliminate redundant steps and alleviate bottlenecks, thereby boosting productivity and reducing costs. Consider renegotiating with suppliers or switching to more cost-effective options to enhance savings. Focus your investments on technologies and practices that escalate efficiency without compromising quality.

Focus on Cost-Effective Marketing Solutions

Cutting marketing budgets might seem prudent when funds are low, yet visibility is crucial. Adopt cost-effective marketing strategies like enhancing your online presence through social media and SEO, coupled with engaging your existing customers via email marketing. Utilize word-of-mouth and customer reviews to extend your reach without additional expenditure. By maintaining consistent communication, you can preserve customer loyalty and visibility even in difficult periods.

Restructure Your Business and Consider an LLC

Shifting your business to a limited liability company (LLC) during economic downturns can shield personal assets and enhance operational flexibility. An LLC offers the benefit of limited liability, protecting owners from company debts and legal issues. Can a sole proprietor be an LLC? Absolutely, transitioning from a sole proprietorship to an LLC is a savvy way to gain liability protection. If you're moving from an S corporation to an LLC, remember to appoint a registered agent, file your Articles of Organization, and draft an operating agreement to ensure compliance and legal integrity.

Renegotiate Debt Terms to Reduce Financial Pressure

Engage with creditors early if you're struggling to meet financial obligations to renegotiate terms more favorableto your current situation. Request adjustments like lower interest rates, extended deadlines, or paused payments, as most creditors prefer negotiation over non-payment. Early negotiations can prevent further credit damage and provide your business with critical financial relief. Such proactive financial management allows you to concentrate on other vital areas of your business.

Eliminate Non-Essential Expenses to Preserve Cash Flow

During economic hardships, scrutinize your outgoings and cut non-essential expenses to preserve vital cash flow. Reduce costs by canceling unneeded subscriptions, limiting travel, and scaling back on low-ROI activities. While some cuts may be difficult, they're necessary to focus on essential operations and stabilize your financial health. Prioritizing expenditures that directly contribute to revenue and business sustainability is crucial.

Review Financial Statements to Identify Critical Issues

Regular examination of your financial statements is essential to gauge your business’s health and pinpoint pressing issues. Analyze your balance sheets, profit and loss statements, and cash flow reports to spot trends such as declining revenues, escalating costs, or unusual expenditures that could impact profitability. Addressing these issues promptly helps avert potential crises and fine-tune your business strategies. Continual financial review also aids in adjusting forecasts to better prepare for both immediate and future challenges.

Emerging from tough times requires a blend of determination, strategic foresight, and adaptability. Leaders who prioritize these qualities in their approach can lead their businesses back to stability and growth. It's not just about weathering the storm but emerging stronger and more prepared for any future challenges. Ultimately, the ability to adapt and innovate remains the cornerstone of thriving in an ever-changing business landscape.

To help your organization achieve success, contact Kevin Sidebottom today!

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

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

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

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

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

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

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

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

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

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

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

Engagement Starts with Leadership

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

The Frontline of Engagement

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

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

Set the Tone

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

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

The Real Reason Why Employees Are Leaving

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

Why Are Employees Disengaged?

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

The Cost of Disengagement

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

Make Appreciation a Priority

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

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

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Believe It Or Not; Everyone Is In Sales

Think you're not in sales? Think again. Whether you’re leading a team, raising kids, or simply collaborating with others, you’re selling every day. Sales isn’t just about products and services; it’s about influence, persuasion, and getting others on board with your ideas.

Sale in Leadership

As a leader, your job is to inspire and guide your team. But inspiration doesn’t happen by magic, you’re selling a vision. Every time you pitch a new strategy, rally your team around a goal, or motivate someone to push their limits, you are selling. You’re convincing people to buy into your ideas, trust your judgment, and follow your lead. Great leaders are great salespeople because they know how to sell a vision that people want to be a part of.

Selling in Parenting

Parents, whether they realize it or not, are constantly in sales mode. Every time you encourage your child to make the right decision, do their homework, or treat others with respect, you’re selling values and behaviors. You’re persuading them to adopt attitudes and actions that will serve them well in life. This is especially true if you have to sell your child on the fact that fruit is a better option than Lucky Charms.   Good parenting is about making the sale, not through force, but through influence, example, and understanding.

Working with Others

In any workplace, collaboration is key. But getting people to work together smoothly often requires selling. You need to sell ideas, negotiate roles, and persuade others to see things from the other perspective. Whether you’re pitching a project to leadership, convincing a colleague to support your initiative, or finding common ground in a disagreement, you are in sales. The ability to sell ideas and foster collaboration is what makes teams successful.

Sales isn’t confined to the world of business.  Sales is woven into the fabric of everyday life. Whether you’re leading a team, raising a child, or working with others, you’re selling. And the better you get at it, the more effective, influential, and successful you’ll be.

Embrace the fact that everyone is in sales, and mastering it is the key to thriving in every aspect of life.

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

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

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

Do I Like You?

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

How to Win:

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

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

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

Do I Trust You?

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

How to Win:

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

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

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

How Can You Help Me?

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

How to Win:

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

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Why True Leaders Test Their Leadership by Leading Volunteers

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

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

Leading volunteers forces leaders to:

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

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

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

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

True leadership is about:

• Influencing without authority

• Inspiring action without incentives

• Driving commitment without compulsion

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

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Strategies for Driving Growth and Success With Your Sales Team

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

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Fueling Engagement

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

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Elevating Engagement

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

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

Building Trust in Leadership

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

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

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

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

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

Fostering Consistency in Leadership

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Questions for Employee Engagement

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

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

How Do I Grow My Leadership

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

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Ways To Increase Your Leadership Ability

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

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Motivation vs. Engagement Which Is Best?

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

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Engagement Dynamite

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

It all starts with…

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

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

Why Recognition will help your engagement

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Do We Really Need Good Leadership?

The Answer is YES!!!!!

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

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

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

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

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

Why Good Leadership Matters: Mitigating Challenges and Fostering Growth

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

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

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

Have a Great Week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book