Rebuilding Cultures Through Actions Instead of Empty Words

When leadership shatters a company’s culture, employees don’t trust words, they stop trusting leaders, and each other. If the past leadership left behind fear, disengagement, or toxicity, fixing the culture requires visible, meaningful changes. Here’s how leaders can rebuild a thriving culture with action, not just empty promises.

If past leaders operated with favoritism, dishonesty, or fear tactics, the new leaders must do the opposite. If transparency was lacking, new leaders need to hold open meetings where decisions are explained. If unethical behavior was previously ignored, new leaders need to enforce strict accountability. On example of a company recovering from a toxic work environment made all executive bonuses contingent on employee satisfaction scores, proving leadership was invested in culture change. Leaders must be the first to adopt new behaviors, whether that’s actively listening, taking responsibility for mistakes, or fostering collaboration. Employees will follow when they see authenticity, not performative gestures.

Culture won’t improve if employees still feel the pain of past leadership’s failures. The new leaders need to take action and fast if they want the employees to start engaging and stop heading for the exits.  A tech company infamous for its burnout culture made a bold move by enforcing mandatory no-meeting Fridays, giving employees space to focus, and saw productivity soar. Quick, decisive action proves to employees that leadership understands the damage done and is serious about making chance to make things right.

If the old culture rewarded politics and survival tactics, it’s time to flip the script. Recognize collaboration, integrity, and initiative. One retail giant recovering from a cutthroat environment revamped its bonus structure to reward team performance rather than individual sales, reinforcing a culture of teamwork. Publicly highlight employees who embody the new culture through promotions, awards, and leadership opportunities. When employees see that doing the right thing is valued, they will embrace and reinforce the shift towards the new values.

Trust is fragile and one misstep can send morale plummeting quickly again.  Actions must match words every single day, every single hour, and every single minute.  Culture isn’t built in a single meeting, it’s reinforced through every decision, policy, and action that leadership enacts. 

Leadership is under the microscope when rebuilding the culture and they need to act fast, lead by example, and be consistent.  Leaders should also walk around the office and take the pulse of the employees and get to know them by name.  There is nothing worse than a leader that stays up in their castle and never comes down to meet their employees that do all the work. 

Master the Art of Influence: Build Trust, Drive Sales, and Lead Effectively

Are you ready to become the brand of choice for top customers and employees? Kevin Sidebottom—keynote speaker, trainer, and author—shares proven strategies to elevate your sales success and leadership impact.

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

Rebuilding a Culture of Trust in a Broken Organization

Trust is the backbone of any successful company. When it's shattered by toxic leadership, employees disengage, collaboration dies, and progress screeches to a halt. Fixing it requires more than just words, and power point presentations, it takes bold, consistent action by leaders from all levels.

First, though all the leaders need to acknowledge the damage without sugarcoating it to the employees.  Employees need to hear leadership say, "We know trust has been fractured and we hear you.  We feel your pain and here’s what we’re doing to fix it." Transparency is key. Host open forums, address past failures head-on, and validate employee experiences.

If favoritism was an issue, set clear policies for promotions and recognition. If unethical behavior was tolerated, enforce strict accountability. Make it clear: the old ways are gone. Real change starts when employees see leadership owning past mistakes and taking tangible steps to correct them.  This won’t happen overnight though, it will take some time due to trust taking time to be rebuilt.  Leaders can not just expect their employees to blindly accept an apology and think everything is going to be fine.  Otherwise the leadership should be questioning their hiring practices 

The next thing that needs to be implemented is to make listening a two-way street with visible results. Employees won’t re-engage if they feel unheard. Implement real-time feedback channels like anonymous surveys, town halls, and leadership Q&As. But don’t just collect input, act on it.  That’s right sometimes a leader really has to be vulnerable enough to say please share and I promise there will be no retaliation.  Let the employees speak candidly and have thick skin and use the phrase, “Tell me more.” One company recovering from toxic leadership held open listening sessions, then issued a monthly "You Spoke, We Acted" report showing concrete changes based on employee input.

If work-life balance is a top concern, roll out flexible schedules.  Some examples could be used like one automotive company did where two employees on a team would alternate Friday’s off by working 10 hours a day 4 days a week on projects and back each other up.  They did not need to use vacation days either.

Trust is earned by action, not empty promises. Show employees that their voices drive real improvements, and they’ll start believing in the organization again.  It may be slow at first, but as trust starts to grow the momentum will gain speed.  When trust goes up, speed goes up, which means costs go down and that is where profits start to take over again!

Master the Art of Influence: Build Trust, Drive Sales, and Lead Effectively

Are you ready to become the brand of choice for top customers and employees? Kevin Sidebottom—keynote speaker, trainer, and author—shares proven strategies to elevate your sales success and leadership impact.

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

Knowing When to Leave a Company You No Longer Trust

Trust in leadership isn’t optional, it’s the backbone of a healthy workplace. But when leaders say one thing and do another, constantly shift blame to customers, or leave you feeling drained and directionless, it may be time to ask yourself: Why am I still here?

If you’re questioning your company’s leadership, here are three clear signs that it’s time to move on.

When Leadership’s Words and Actions Don’t Match

Nothing erodes trust faster than leaders who talk a good game but don’t back it up. They promise transparency while making key decisions behind closed doors. They preach stability but continue making erratic, reactionary moves. They claim to value employees, yet they cut benefits, overload teams, and ignore feedback.

When leadership’s actions don’t align with their words, it’s not just miscommunication, it’s dishonesty. And if they’re willing to mislead employees now, don’t expect them to have your back when it really matters. A company that doesn’t keep its promises isn’t one you can build a future with long term. If you find yourself constantly questioning whether leadership’s words mean anything, that’s likely your answer.

When Leadership Blames the Customer for Internal Problems

When leadership starts making constant excuses and blaming customers for problems that are clearly internal, it’s a massive red flag.

Instead of taking responsibility for issues like poor product quality, missed deadlines, or underperformance, they point fingers at customers.  Sometimes blaming customers for being too demanding or not providing clear requirements. This tactic is a cop-out and only further isolates employees from the core issues.

If leaders are unwilling to take ownership and shift the blame to customers, it shows a lack of accountability at the top. They’re more interested in protecting their own reputation than addressing the company’s shortcomings. As an employee, you shouldn’t have to bear the brunt of leadership’s failure to fix internal problems. If this becomes the norm, it’s time to move on because a company that does not fixes its core issues will only continue to spiral downward.

When Your Gut Tells You It’s Over

Sometimes, the biggest sign that it’s time to leave isn’t a single event, it’s the way you feel every day. You wake up dreading work, feeling disengaged, uninspired, and mentally checked out. No matter how much you try to push through, deep down, you know you don’t believe in the company’s future, or your place in it.  In Patrick Lencioni’s six types working genius this is known as discernment.

If you’ve lost trust in leadership, you don’t owe them loyalty. You owe yourself a better environment. Staying in a company where you no longer feel a sense of purpose or trust in leadership will only drain you further. When your gut tells you it’s over, listen.

Keep in mind that this is not a blog post to give us a leave because we just don’t get the feels when we show up to work, but one that we see actual red flags over time when we are showing up to work consistently.  We also need to take ownership in our lives to give an honest effort to assess when it is just a tough season at work and when it truly is a bad environment.  Before making the decision to leave take time to really think about the decision, ask trusted peers for advice, and speak to loved ones before just making the decision in a vacuum.

In the end if you trust yourself and have a high level of discernment you will know truly what is going on and will be able to make a good decision and step into the correct decision for your 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

Interim CEOs: Don’t Let Stock Options Hijack Your Leadership

Interim CEOs often step into a company at a critical moment, whether it’s a leadership shakeup, a financial crisis, or a transition period. The pressure is immense, and so is the temptation to laser-focus on one thing: the stock price.

And why not? Many interim CEOs are compensated heavily in stock options. That means their personal payday depends on how high they can pump the share price before they exit. The problem? If they treat stock price as the only scoreboard, they risk wrecking employee morale, damaging long-term stability, and leaving behind a mess when their tenure ends.

Here’s why interim CEOs need to think beyond the stock market ticker and how short-term moves can backfire big time.

Employees Know When They’re Being Used

Employees aren’t stupid. They see when leadership decisions aren’t about them, the company, or the mission, but about making numbers look good for Wall Street and their own pay days.

Cost-cutting layoffs that look great in a press release but gut key teams?  Well, employees notice.  Artificially boosting earnings by slashing R&D, or delaying necessary investments? They see that, too. 

Nothing kills trust faster than employees realizing their leader isn’t building, but they’re just selling a better story to investors. And when that trust erodes, engagement drops, top talent starts walking, and productivity craters.

Sure, the stock might get a temporary boost. But when employees stop believing in leadership, the real damage begins and it won’t show up on an earnings report until long after the interim CEO is gone.

Slashing Costs Might Inflate the Stock But at What Cost?

Interim CEOs under stock option deals often default to aggressive cost-cutting because it’s a fast way to make financials look better. Less spending = higher margins = happier investors, right?

But not all cuts are smart cuts. Chopping investment in innovation, slashing workforce benefits, or overworking teams might look good for the next quarterly report, but it often weakens the company’s ability to compete long-term.

Lay off too many people? You risk losing institutional knowledge and slowing down critical projects. Slash budgets in the wrong places? You end up with burned-out employees and a weakened company culture.

Short-term stock bumps from aggressive cost-cutting are a trap one that smart leaders try their best to avoid.

Culture Is Hard to Rebuild Once It’s Damaged

A company’s culture isn’t just about ping-pong tables and free snacks. It’s the DNA of the business.  The thing that keeps employees motivated, aligned, and working toward something bigger than a paycheck.

When an interim CEO focuses only on financial optics, culture takes a hit. Employees start to feel like expendable cogs, decisions feel transactional, and any sense of mission disappears under spreadsheets and stock charts.

Here’s the real danger: culture takes years to build, but merely months to destroy. If an interim CEO erodes trust, engagement, and morale, they might walk away with a fatter bank account, but the company will be left scrambling to repair the damage long after they’re gone.

Wall Street’s Memory Is Short, But Reputations Last

Stock-focused interim CEOs often think they can cash in and move on, but bad leadership follows you. If you leave behind a broken workforce, a gutted culture, and a company struggling to regain momentum, your name will be attached to that mess forever.

Investors might not care after you’re gone, but employees, board members, and future hiring managers will. Smart leaders play the long game, even in temporary roles.

How Interim CEOs Can Avoid the Stock Price Trap

Interim CEOs don’t have to ignore the stock price, but they also can’t let it drive every decision. Here’s how to lead responsibly while still delivering results:

Focus on Sustainable Growth, Not Quick Fixes

Cutting expenses isn’t the only way to drive value. Look for strategic growth opportunities that improve revenue and efficiency without gutting the future.

Be Transparent With Employees

If tough decisions are necessary, communicate why. Employees can handle bad news, but they won’t tolerate leadership that treats them like disposable assets.

Protect the Core of the Business

If layoffs or budget cuts are unavoidable, don’t slash the company’s future away. Protect innovation, customer experience, and key growth drivers.

Leave the Company Stronger Than You Found It

Your legacy isn’t just the stock price on your last day, but it’s the state of the business after you’re gone. Make decisions that set the next leader up for success.

Interim CEOs might only be in the seat temporarily, but their impact lasts far beyond their tenure. The best ones don’t chase stock bumps at the expense of real value. They lead with integrity, make decisions with care, and leave behind a company that’s stronger, not just one that looks good on a stock chart.

Because in the end, a company’s real worth isn’t just in its stock price, it’s in the people, the culture, and the future it’s building.

And that’s a legacy worth leading for.

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 Leaders Sometimes Need to Prioritize the Future Over Shareholder Happiness

In business, there’s a constant pressure to keep shareholders happy. Quarterly earnings reports, stock prices, and dividends often dictate the decisions companies make. But what happens when short-term shareholder demands conflict with long-term business success?

The best leaders understand that sometimes, it’s okay to disappoint shareholders, if it means making the right decisions for the company’s lasting future.

Here’s why leaders shouldn’t always chase immediate investor approval and why long-term thinking ultimately benefits everyone, including shareholders.

Chasing Short-Term Profits Can Cripple Long-Term Growth

Public companies are often judged by their quarterly earnings, forcing leaders to prioritize immediate profits over future investments. This can lead to dangerous decisions:

• Cutting research and development to improve short-term margins.

• Laying off employees to temporarily boost stock prices.

• Underinvesting in needed technology, infrastructure, or the right employees.

While these moves might make shareholders happy today, they can weaken the company’s ability to compete in the future.

Take Amazon, for example. In its early years, the company prioritized growth over profits, reinvesting revenue into logistics, technology, and customer experience. Investors were impatient, but Jeff Bezos stuck to his vision. Today, Amazon is one of the world’s most dominant companies, not because it focused on short-term shareholder returns, but because it built a foundation for long-term success.

Innovation Takes Time

Game-changing innovation doesn’t happen overnight. It requires experimentation, risk-taking, iteration, and patience. Unfortunately, many investors want returns now because we live in that Amazon get it tomorrow age.

Companies like Apple, Tesla, and Google have all made long-term bets that weren’t immediately profitable. Apple invested heavily in product development even when sales were struggling. Tesla took years to turn a profit because it focused on building infrastructure for the electric vehicle market. Google consistently funds moonshot projects, knowing that some may fail but others could revolutionize industries.

If these companies had focused solely on making shareholders happy in the short term, they might never have achieved their industry dominance.

True leadership means having the courage to say: “We’re making strategic investments that won’t pay off immediately, but they’re necessary to position us for our future.”

Cost-Cutting for Short-Term Gains Backfires Alot

When companies hit rough patches, there’s immediate pressure from shareholders to cut costs aggressively. While trimming waste is smart, reckless cost-cutting can weaken the company in the long run.

Some companies slash marketing budgets, scale back employee training, or delay upgrading outdated systems in order to meet quarterly earnings targets. But these cuts often come at a hidden cost:

• Reduced brand visibility, leading to slower revenue growth.

• Lower employee morale and retention, causing long-term talent drain.

• A weaker competitive position, as competitors invest while the company retreats.

Great leaders don’t just react to short-term pressures. They balance financial discipline with long-term vision, ensuring the company doesn’t sacrifice its future just to satisfy investors in the present.

Market Downturns Require Long-Term Thinking

During economic downturns or industry disruptions, shareholders often panic. They demand immediate actions to stabilize stock prices, sometimes at the expense of long-term resilience.

But downturns are when strong leaders stay focused on the big picture. Instead of making knee-jerk reactions to appease investors, they:

• Double down on innovation while competitors pull back.

• Retain key talent, knowing a strong workforce will drive the recovery.

• Strengthen customer relationships, ensuring long-term loyalty.

For example, during the 2008 financial crisis, many companies slashed investments and froze hiring. But some, like Apple and Netflix, continued to innovate, launching new products and expanding their markets. When the economy recovered, they emerged stronger, while competitors who had prioritized short-term survival struggled to regain momentum.

Not All Shareholders Think Quick Returns

It’s important to remember that not all shareholders are short-term thinkers. While some investors demand immediate returns, others, especially institutional investors and long-term stakeholders understand the value of strategic patience.

Smart leaders communicate effectively with their investors, explaining why certain decisions may not yield instant results but are crucial for long-term success. They seek out investors who share their vision rather than constantly catering to those looking for quick profits.

By building a shareholder base that values sustainability over short-term gains, companies create a more stable financial foundation for growth.

How Leaders Can Manage Shareholder Expectations Without Sacrificing the Future

It’s one thing to say “We’re focusing on the long term”, but how do you manage investors who expect results now? Here are some key strategies:

Set the Right Expectations from the Start

Be Transparent About Trade-Offs

Balance Long-Term Investments with Short-Term Wins

Educate Investors on Sustainable Business Practices

Leadership Requires Courage

Great leaders don’t make decisions just to keep shareholders happy in the moment—they make decisions to ensure the company thrives for years to come.

There will always be pressure to deliver short-term results. But the companies that stand the test of time are the ones that invest in their future, even when it means taking the difficult path.

Because in the end, a company that prioritizes long-term success will create more value for shareholders than one that only chases immediate gains.

So, the next time a leader faces the choice between short-term shareholder approval and long-term business success, the right answer is clear: Think beyond today. Build for tomorrow.

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 Leaders Must Master Communication When Asking Employees to Sacrifice Comforts

Leadership isn’t just about making tough decisions, it’s about making them with people, not to people. When leaders ask employees to give up creature comforts—whether it’s cutting perks, reducing flexible work options, or tightening budgets, they’re making a direct impact on morale and engagement.

The difference between resentment and commitment is how the message is  communicated.

Employees don’t just want to know what’s changing, they also want to know why it’s changing. They want to feel heard, valued, and included in the process. Without clear, empathetic communication, even necessary sacrifices can backfire, leading to disengagement, low morale, and loss of trust.

Today we are going to explore a few areas of why communications is crucial with the employees during these sacrafices.

Unclear Communication Breeds Resentment

Imagine waking up to an email saying that the company is cutting a key benefit like free lunches, wellness programs, or remote work options that is effective immediately. No warning, no context, no explanation. How would you feel? Probably blindsided, frustrated, and undervalued.

When leaders fail to communicate the reasoning behind a sacrifice, employees don’t see it as a necessity, instead they see it as a betrayal. Employees start to wonder: If leadership doesn’t value our well-being now, what’s coming next?

Transparency is the antidote to resentment. When employees understand why a change is happening, whether it’s financial, strategic realignment, or long-term sustainability.  Employees are far more likely to understand and accept it, even if they don’t really like it in the moment.

Employees Want to Be Part of the Solution, Not Just Be Victims

Nobody likes having decisions forced upon them, especially when it impacts their daily lives. When leaders communicate after a decision has been made instead of involving employees in the process, it creates a power imbalance that fuels frustration.

Great leaders bring their teams into the conversation early. Instead of saying, "We’re cutting back on remote work to improve collaboration," they ask, "How can we maintain strong collaboration while balancing remote work?" Instead of declaring, "Budgets are tightening, so we’re eliminating free coffee," they invite employees to discuss cost-saving alternatives that still support morale.

When people feel like collaborators instead of casualties, they’re far more likely to support and adapt to change.

Lack of Empathy Kills Trust

Sacrifices are personal. The perks and comforts employees enjoy, whether it’s a stocked snack bar, a casual dress code, or flexible hours often contribute to their well-being and work-life balance.

When leaders dismiss these losses as "no big deal," they signal that they don’t value the employees’ experience. And when employees feel undervalued, they become disengaged and jaded.

A simple shift in tone can make a huge difference. Instead of:

Acknowledging the impact of the sacrifice even if it’s unavoidable because this shows that leadership understands and respects employees' concerns.

Poor Communication Fuels Mistrust and Turnover

The way a company handles sacrifices directly impacts employee retention. If leaders communicate poorly, being vague, dismissive, or secretive then employees start looking for the exit.

Why? Because when people feel like they’re constantly losing without clear justification, they start questioning what else is coming. They wonder if leadership truly has their best interests in mind. They start seeking stability elsewhere.

However, when leaders are open about why sacrifices are necessary, how they align with long-term goals, and what employees can expect moving forward, they build trust instead of fear.

Trust keeps employees engaged, even during tough times.

How to Communicate Sacrifices Effectively

If you’re a leader making difficult changes, here’s how to do it the right way:

Be Transparent, Not Vague

Employees deserve honesty. Instead of hiding behind corporate jargon, clearly explain why the change is happening and what it means for them.

💬 Example:
Instead of: "Due to changing business priorities, we’re making adjustments to workplace benefits."
Say: "To ensure long-term financial health, we need to reduce non-essential expenses. This means adjusting some workplace benefits, including free lunches. We didn’t make this decision lightly, and we understand its impact."

Show Empathy and Acknowledge the Impact

Even if the change is necessary, recognize that it affects people’s daily lives. Express gratitude for their flexibility and reassure them of leadership’s commitment to their well-being.

💬 Example:
“We know this is disappointing. We deeply appreciate the hard work and commitment you bring every day, and we’re working to find other ways to support team morale and engagement.”

Offer a Path Forward

If sacrifices are unavoidable, provide solutions or alternative benefits. Show employees that leadership is still investing in their experience.

💬 Example:
“While we’re pausing our wellness stipend for now, we’re launching a new initiative to offer free mental health resources and discounted gym memberships.”

Involve Employees in the Process

Give employees a voice. Whether it’s through surveys, open forums, or team discussions, invite feedback before making sweeping changes.

💬 Example:
“We’re exploring cost-saving measures and want your input. What are the perks you value most? Where do you think we can reduce expenses with the least impact?”

Reinforce the Bigger Picture

Sacrifices are easier to accept when they’re tied to a clear, meaningful vision. Help employees see how today’s sacrifices contribute to a stronger future.

💬 Example:
“These adjustments allow us to invest in areas that drive long-term stability, protect jobs, and position us for future growth.”

At its core, leadership isn’t just about making business decisions it’s about how those decisions are communicated and experienced.

Employees don’t expect perfection. But they do expect honesty, respect, and empathy.

If you’re asking people to sacrifice something, give them a reason to believe in the bigger picture. Help them see that they’re not just losing something, but they are a part of building something better for the future.

Because when leaders communicate well, even the toughest sacrifices can lead to stronger teams, greater trust, and long-term success.

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 Short-Term Leaders Struggle to Achieve Long-Term Success

In today’s fast-paced business world, many leaders prioritize short-term wins—hitting quarterly successes, cutting costs, and satisfying investors. While this approach can create quick results, it often sets leaders up for long-term failure.

The problem? What works in the short term doesn’t typically translate into sustainable longterm success. A leader fixated on immediate gains may find themselves struggling when the time comes to build a lasting future.

Let’s explore the key challenges short-term leaders face when trying to achieve long-term impact.

Lack of a Clear Future Roadmap

Short-term leaders often operate in reaction mode, making decisions based on immediate pressures rather than a well-thought-out strategic vision. While responding quickly to challenges is important, a lack of a long-term roadmap leaves teams without a clear direction. Without a guiding vision, priorities constantly shift, causing confusion and inefficiencies within the organization. Employees struggle to align their efforts with leadership expectations because those expectations change frequently.

This approach also leads to a culture of short-sightedness, where the focus is on solving immediate problems rather than proactively preparing for future growth. Companies without a well-defined vision may find themselves trapped in a cycle of quick fixes, never truly progressing. Over time, they fall behind competitors who invest in a sustainable, forward-looking strategy.

Employee Burnout and Disengagement

Short-term leadership often prioritizes short-term results over people. Employees are pushed to meet aggressive deadlines, work long hours, and constantly chase the next immediate goal. While this approach may drive short-term performance, it comes at a cost: burnout, disengagement, and high turnover. When employees feel like they are merely tools for hitting targets rather than valued contributors to a larger mission, morale plummets.

Without a compelling long-term vision, employees struggle to see how their work fits into a bigger picture. They become disengaged because they lack a sense of purpose beyond the next deadline. High turnover then becomes a vicious cycle—new hires come in, experience the same short-term pressure, and leave, forcing the company to repeatedly spend time and resources on recruitment and training rather than on growth and innovation.  The organizations actually slows down in its progress and costs actually increase here.  Profits are harder and harder to come by.

Great leaders understand that sustainable success comes from investing in people. When employees feel valued and connected to a long-term vision, they are more engaged, productive, and committed to the company’s success.

Innovation Gets Stifled

Innovation requires patience, resources, and a willingness to experiment—qualities that short-term leaders often struggle with. If the primary focus is always on immediate returns, there’s little room for research and development. Leaders obsessed with quarterly earnings may dismiss ideas that don’t provide an instant payoff, even if those ideas could position the company for future success.

This shortsightedness is one of the biggest reasons companies fail to evolve. History is full of examples of businesses that ignored innovation because they were too focused on short-term profitability. Blockbuster, for instance, dismissed streaming services because its store-based revenue was still strong at the time. Meanwhile, Netflix, with a long-term vision, invested in the future of entertainment and ultimately dominated the industry.

A culture of innovation requires leadership that sees beyond immediate gains. It demands an environment where teams are encouraged to take risks, explore new ideas, and invest in projects that may not show immediate profits but will drive long-term success. Without this, companies become stagnant and vulnerable to disruption.

Trust and Loyalty Erode

A leader who constantly shifts strategies to chase short-term wins creates a sense of instability within the company. Employees, customers, and investors begin to notice the inconsistency. When a company pivots too frequently, it signals a lack of confidence in its own direction, causing employees to feel uncertain about their future within the organization. This lack of stability leads to decreased loyalty, as people are hesitant to commit to a company that doesn’t seem to have a reliable path forward.

Customers also lose trust in brands that constantly change course. When a company shifts its offerings, pricing models, or brand messaging too frequently, it creates confusion in the marketplace. Customers begin to see the company as unreliable, making them more likely to switch to competitors with a clear and consistent vision.

Similarly, investors look for leadership that can deliver sustainable, long-term returns. While short-term profits may be appealing, they are not enough to maintain investor confidence if the company lacks a strategic direction. If leadership continually prioritizes quick wins over sustainable growth, investors may eventually pull back, leaving the company in a financially vulnerable position.

Vulnerability to Market Shifts

A company that prioritizes short-term gains often assumes that the current market conditions will remain stable. However, industries evolve, consumer preferences change, and technological advancements disrupt even the most successful businesses. Leaders who fail to prepare for these shifts find themselves scrambling when change inevitably comes.

Without long-term investments in future-proofing the business, companies that rely solely on short-term wins become fragile. Their revenue streams may be strong for the moment, but they lack the flexibility to pivot when necessary. Companies that have not diversified their products, expanded into new markets, or adapted to technological advancements may find themselves obsolete when the landscape changes.

Businesses that endure market shifts successfully do so because they’ve made strategic investments in innovation, talent development, and adaptability. They don’t just optimize for the present; they prepare for what’s next. A leader who only focuses on immediate results will find that, when the market changes, they have no foundation

The Solution: Balancing Short-Term Execution with Long-Term Vision

Short-term performance is essential—businesses need to hit goals, generate revenue, and adapt to market conditions. But these short-term actions must be part of a larger, sustainable vision. The most successful leaders know how to balance both.

A strong leader ensures that immediate goals contribute to long-term success. This means making decisions that drive profitability today while also investing in the future. It means fostering a company culture that values people, encourages innovation, and remains adaptable in the face of change.

Long-term success is not about choosing between short-term execution and big-picture strategy—it’s about aligning them. Leaders who can do this build companies that don’t just survive in the moment but thrive for years to come.

So, are you leading for today, or are you building something that will last?

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

How New Managers Can Shape The Team to Be Adaptable and Agile

As a new manager, you have the unique opportunity to shape your team's culture from the outset. One of the most important aspects of leadership today is fostering adaptability and agility. These qualities allow teams to respond quickly to change, tackle challenges head-on, and stay ahead in a fast-paced environment. By focusing on leading by example, encouraging a growth mindset, and fostering resilience, you can start building a team that thrives in the face of change.

Today I want to give you three areas that you can start leaning into in order to be ready for building this culture for a thriving team.

Embrace Change Yourself

Your actions as a new manager set the tone for your team. If you want your team to embrace change and remain agile, you need to demonstrate these behaviors yourself. Show that you are open to new ideas, feedback, and approaches.  Maybe it’s allowing someone who has more knowledge of a software to lead the team on the discussion instead of yourself.  Whether it's adjusting a process, experimenting with new tools, or pivoting strategies, your willingness to adapt will inspire your team to follow suit.

Encourage a Growth Mindset

A growth mindset is the foundation of adaptability. Employees who believe they can develop new skills and tackle challenges are more likely to be agile in their approach. As a manager, it’s crucial to create an environment where learning and growth are prioritized. Encourage your team to view mistakes as opportunities for learning instead of failures. Ensure them that set backs are all a part of the process of growing our capacity and that they don’t have to worry about being perfect or facing consequences.

Be Resilient

Adaptability and agility often go hand-in-hand with resilience. When setbacks or unexpected changes occur, resilient teams stay focused on finding solutions rather than dwelling on those setbacks or changes. As a manager, it’s your job to create a culture where challenges are seen as opportunities to innovate, improve, and find a better way forward.  When your team feels empowered to adapt and find solutions, they’ll be more resilient and better equipped to handle future challenges.

Instilling a culture of adaptability and agility requires focused effort, but it’s one of the most powerful things you can do as a new manager. By leading by example, encouraging a growth mindset, and fostering resilience within your team, you set the foundation for success in a rapidly changing work environment. Adapting to change isn’t just about surviving—it’s about thriving. When you create a culture that embraces these values, your team will be well-equipped to handle anything that comes their way.

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

New Managers Need to Help Their Employees Thrive

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

Create Opportunities for Leadership

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

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

Provide Access to Networking and Mentorship

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

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

Foster a Growth-Oriented Culture

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

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

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

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

Featured Links to Grow Your Influence:

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

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

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

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

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

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