Building Strong Relationships Through Selflessness and Empathy

Building Trust: The Antidote to Selfishness, Empowering Others, and Consistency

October 19, 2024

Trust is the cornerstone of meaningful relationships, both in personal and professional spheres. It's the currency that fuels collaboration, fosters loyalty, and drives success. Yet, in a world often marred by self-interest and inconsistency, cultivating trust can seem like an elusive goal. In this post, we'll explore how overcoming selfishness, empowering others, and embracing consistency can pave the way for building trust in our interactions.

The Barrier to Trust

Selfishness, the act of prioritizing one's own interests over others, stands as a formidable barrier to trust. When individuals operate from a place of self-centeredness, their actions are often driven by personal gain rather than mutual benefit. This undermines the foundation of trust, as others perceive their motives as insincere or opportunistic.

To grow trust, it's imperative to transcend selfish tendencies and adopt a mindset of empathy, generosity, and collaboration. By actively seeking to understand others' perspectives, prioritizing their needs, and demonstrating genuine concern for their well-being, we can foster an environment of trust and mutual respect.

Making Them the Hero

Central to building trust is the recognition that every individual seeks validation, significance, and the opportunity to shine. When we help others be the hero of their own story, we not only elevate their sense of self-worth but also strengthen the bonds of trust between us.

Empowering others involves relinquishing the spotlight and actively supporting their aspirations, goals, and achievements. Whether in professional settings or personal relationships, championing others' success fosters a culture of collaboration and reciprocity. By celebrating their victories, offering assistance when needed, and providing constructive feedback, we demonstrate our commitment to their growth and well-being.

The Chick-fil-A Approach

In the realm of trust-building, consistency reigns supreme. Just as Chick-fil-A has become synonymous with reliable service and unwavering quality, consistency in our actions, words, and values breeds trustworthiness.

Consistency establishes a sense of reliability and predictability, assuring others that they can depend on us to follow through on our commitments. Whether it's delivering exceptional customer service, meeting deadlines, or upholding ethical standards, consistency builds credibility and reinforces trust over time.

Embracing the Chick-fil-A approach means making reliability and excellence a hallmark of our interactions. By consistently demonstrating integrity, competence, and authenticity, we instill confidence in others and lay the groundwork for enduring relationships built on trust.

In a world fraught with uncertainty and skepticism, trust emerges as a precious commodity that forms the bedrock of meaningful connections. By transcending selfishness, empowering others, and embracing consistency, we can cultivate trust in our interactions and create a ripple effect of positivity and collaboration.

As we navigate the complexities of human relationships, let us strive to be beacons of trust, inspiring confidence, and fostering mutual growth. Just as Chick-fil-A has earned the unwavering trust of its customers through its commitment to excellence, may we too carry the torch of reliability, integrity, and compassion in our interactions with others.

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Questions for Employee Engagement

September 7, 2024

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

What are your values?

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

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

What do you hope to get from this job?

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

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

Why did you choose this team?

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

How To Build A Better Relationship

August 17, 2024

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

So What Builds Trust?

August 3, 2024

Trust is the glue that binds relationships, teams, and communities together. To nurture this essential element, we must embrace three core principles: selflessness, consistency, and empowering others. Although these are not the only areas in trust, but they will help us build trust with these three easy to understand concepts.

The first are in trust we will focus on is selfishness, or the act of not being selfish. When we approach interactions with genuine empathy and generosity, we create an environment where trust can thrive. Selfishness, conversely, erodes trust by signaling a lack of concern for others' well-being. By embracing selflessness, we pave the way for authentic connections and mutual respect to flourish.

The second are that we can show up on is consistency. Consistency entails aligning our words with our actions and demonstrating reliability over time. When we consistently deliver on our promises and show up for others, we instill confidence and reliability in our relationships. Inconsistency, on the other hand, breeds doubt and uncertainty, undermining trust. By being consistent in our behaviors, we lay a solid foundation for trust to flourish.

True leaders empower others to be the heroes of their own stories. By recognizing and celebrating their strengths and achievements, we foster a culture of trust and collaboration. When individuals feel valued and supported, they are more likely to trust and collaborate with others. By focusing on helping others succeed, we create a ripple effect of trust that strengthens relationships and drives collective progress.

In today's complex and interconnected world, trust is more important than ever. It enables us to forge meaningful connections, navigate challenges, and achieve shared goals. By embodying principles of selflessness, consistency, and helping them be the hero of their story, we create a culture of trust that benefits individuals, teams, and communities alike. Trust is the glue that holds relationships together and propels us forward toward a brighter future.

Trust is the currency of relationships, and it must be earned through actions. By practicing selflessness, consistency, and supporting others on their journey, we lay the groundwork for trust to flourish. Let's commit to being trustworthy individuals who lift others up and create a world where trust is abundant. Together, we can build stronger, more resilient communities where everyone has the opportunity to thrive as the hero of their own story.

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Trust And Influence Go hand In Hand

May 18, 2024

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

Trust: The Bedrock for Influence

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

Influence

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Servant Leadership Attributes

May 11, 2024

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

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

Placing Immense Value on Others

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

Nurturing Trust

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

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

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

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

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Why Employee Engagement Can Impact Employee Turnover

March 30, 2024

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

When Employees Feel Leadership Doesn't Care

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

Impacts on Turnover:

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

The Impact of Communication (or Lack Thereof)

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

Impacts on Turnover:

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

The Crucial Role of Relationships

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

Impacts on Turnover:

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Unlocking Team Engagement: Three Powerful Questions to Foster Connection

March 23, 2024

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

Unveiling Core Values:

Question 1: What are your values?

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

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

Aligning Individual Goals with Team Objectives:

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

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

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

Exploring Team Affinity:

Question 3: Why did you choose this team?

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

7 Ways To Build Trust In A Team

March 16, 2024

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

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

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

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

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

Why Your Organization May Be Failing At Engagement

January 13, 2024

In today’s workplace, organizations are grappling with a persistent challenge of employee engagement. Despite the advancements in technology, management strategies, and a deeper understanding of human psychology, employee engagement rates have stubbornly hovered around 30% since the early 2000’s. This stagnation begs the question: Why are organizations failing at engaging their employees?

Most organizations have consistently believed that financial rewards and elevated job titles are the keys to unlocking employee engagement. However, as the data consistently suggests, this approach has fallen short of expectations. While these incentives can provide a temporary boost in motivation, they often fail to foster sustained engagement and passion among employees.

While competitive salaries are essential for attracting and retaining top talent, the notion that increased pay alone equates to heightened engagement is a fallacy. Bonuses are also used to reward exceptional performance, but they can inadvertently create a culture of pitting employees against each other. Employees may feel shortchanged if the bonus system lacks transparency or if their efforts are not adequately recognized. If the organization promotes what the bonus looks like early in the year and then falls short of the expectation, this also drive trust down in the organization with the leadership.

Employees often seek more than just financial compensation; they crave a sense of purpose, professional growth, and a positive work environment.

Offering generous vacation packages is a positive step, but it does not necessarily translate into increased engagement. Employees may be hesitant to take time off due to fear of falling behind or concerns about workload, ultimately contributing to burnout. Employees are also likely checking emails when they are supposed to be on vacation resulting in lack of separation and driving up anxiety. Some employees I have talked to have even reported working while on vacation. Now is that really a vacation?

The last thing that organizations do is try to entice employees with impressive job titles. Job titles can boost an employee's ego, but it does not address the core issues of engagement. Once the high of a new cool job title wears off, the employee is left feeling like they are doing the same unsatisfying work.

Since the year 2000, the workforce has undergone significant changes. Millennials and Generation Z have entered the scene with distinct values, emphasizing purpose, flexibility, and a healthy work-life balance. The rigid, hierarchical structures that once defined organizations are increasingly at odds with the desires of these newer generations. This results in a disconnect between leadership and the employees who want to feel a sense of purpose while managers are hoping to keep the people moving along with their work.

Modern employees seek more than just a paycheck, extra vacation, or job title. Employees want to be part of something meaningful.

Organizations must recognize that the traditional levers of pay, bonus, vacation, and job titles, while important, are insufficient on their own. A more holistic approach that considers the evolving expectations of the modern workforce, emphasizing purpose, flexibility, and continuous development, is crucial for breaking free from the 30% engagement barrier. It's time for organizations to reimagine their employee engagement strategies and create workplaces that inspire passion, creativity, and a genuine sense of belonging.

“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

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Trust Building Games

November 25, 2023

Building trust in a group setting can be facilitated through engaging and interactive activities. Here are three trust-building games that promote communication, collaboration, and a sense of camaraderie:

Questions for Humans is a game that encourages open and honest communication within the group. Divide participants into pairs or small groups and have them take turns asking thought-provoking questions to each other. These questions can range from personal experiences and aspirations to deeper philosophical inquiries. The key is to create an atmosphere of trust and encourage genuine sharing. As participants open up and listen to one another, trust within the group will naturally strengthen.

Escape rooms provide an exciting and challenging environment for team members to work together towards a common goal. In this immersive game, participants are locked in a room and must solve puzzles, decipher clues, and collaborate within a set time limit to escape. This game requires trust, effective communication, and teamwork to succeed. The shared experience of working towards a shared objective fosters bonding and trust-building among participants.

Operation Adventure is an outdoor team-building game that involves problem-solving and physical challenges. Divide participants into teams and provide them with a series of missions or tasks to complete within a designated area. These missions can include obstacle courses, puzzles, or cooperative activities that require trust and effective communication to accomplish. The shared sense of adventure and overcoming challenges together builds trust and strengthens group dynamics.

Remember, the key to fostering trust through these games is to create a supportive and non-judgmental environment. Encourage active listening, respect for different perspectives, and the celebration of each team member's contributions. By emphasizing collaboration and positive interactions, these games can facilitate trust-building and create a stronger, more cohesive group.

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

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

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

Why Listening Skills Build Trust

November 11, 2023

In our increasingly connected but often fragmented world, one of the deepest human desires is to be known and heard. We yearn for genuine connections and conversations that go beyond superficial exchanges. When we truly listen to others, asking great questions and employing mirroring techniques, we create an environment where trust can flourish. In this blog post, we will explore how these listening skills empower us to fulfill this innate need and foster trust in our personal and professional relationships.

We desire to be known and heard - At the core of human interaction lies the fundamental desire to be known and heard. When we listen attentively, we validate and acknowledge the other person's existence, thoughts, and emotions. By offering our undivided attention, we create a safe space where individuals can express themselves authentically. This act of genuine listening helps to build trust, as people feel valued and recognized for who they are.

Power of questions - Asking great questions is a powerful way to demonstrate interest and engagement in a conversation. Thoughtful and open-ended questions encourage the speaker to share more about their experiences, perspectives, and aspirations. By delving deeper into their thoughts, feelings, and motivations, you show a genuine desire to understand them. Great questions foster trust by signaling that you care about their story and are committed to listening and learning from it.

Mirroring - Mirroring techniques involve reflecting and validating the speaker's words, feelings, and experiences. Through active listening, you mirror their emotions and thoughts, letting them know that you understand and empathize with their perspective. This reflective approach helps to build trust by creating a sense of validation and acknowledgment. It shows that you are fully present in the conversation and committed to understanding their unique experiences.

Listening skills serve as the foundation for building authentic relationships. When we actively listen, ask great questions, and use mirroring techniques, we create a genuine connection with others. By understanding their experiences, perspectives, and goals, we can develop a more meaningful bond. Authentic relationships are built on trust, and trust is established when individuals feel truly seen and heard.

In a world filled with distractions and shallow interactions, mastering the art of listening becomes even more important. People long to be known and heard, and by employing listening skills such as asking great questions and using mirroring techniques, we can fulfill this deep-seated desire. When we create a space for open communication, trust flourishes, and authentic relationships are formed. Let us embrace the power of listening to build lasting connections, foster trust, and make a positive impact on the lives of those around us.

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

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

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

Building Trust With A Man

August 5, 2023

Building trust is an essential part of any healthy relationship. Whether it's a personal or professional relationship, trust is the foundational in building any relationship. Building trust with anyone takes time and effort, building trust with men can present unique challenges.

Men typically do not let others in on their deepest darkest secrets. They keep others at arms-length sorta speak. It can be more difficult to build trust with men in general. That is not saying some men are more open. We are talking about the majority of men.

Communicate clearly: Communication is key to building trust. When communicating with men, it's essential to be clear and direct in your communication. Avoid using vague language or hinting at what you want. Instead, clearly state your expectations, intentions, and needs. Our pace of speech is also another way we can turn others off. When I was selling in the south where people have a slower pace of speech, it was up to me to communicate in their pace of speech not like a fast-talking northerner.
Most communication is actually non-verbal. How you show up, the face you wear, the scents you have on, and the environment you are meeting with others in can also affect the communication. By doing so we can affect trust levels.
Go on mission with other men will help build trust and bonds. Men like to work for a cause and doing something together helps build bonds of brotherhood. That is why men in the military have a sense of brotherhood when they go off to ware together.

In the trust equation I talk about the next two items in depth.

Credibility: No one trusts someone who is not credible on the topic. Men especially will tune out if we are not using facts and are credible on a topic. If you find yourself talking about something you don’t understand fully. Ask for their input, or get them in contact with someone that you know is credible on the topic. It’s called being the bridge and I teach in the trust equation.

Vulerability: Showing vulnerability can be challenging, but it is the key ingredient in building trust. While most men think vulnerability leaves us open to attack, being vulnerable is lending trust to others that they won’t. When you're vulnerable with men, it shows that you trust them, and they are more likely to reciprocate.

Be reliable: being reliable simply is do what you say you are going to do. That means show up. Men focus on others being reliable as a trust component.

Building trust with men takes time and effort, but it's essential for healthy relationships. Men will take more time to build trust because they are selective on who they trust. Remember, building trust is a two-way street, so be willing to extend trust to others as well.

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

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

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

Three Leadership Qualities We Need To Develop

June 3, 2023

Employee engagement is a critical factor in the success of any organization. Engaged employees are more productive, innovative, and committed to the success of the organization. They are also more likely to stay with the organization and contribute to its long-term success. However, engagement is not something that can be achieved by simply providing employees with a paycheck and benefits. It requires a supportive and positive work culture, effective communication, and trust between employees and their leaders.

Developing influence, trust, and communication skills is essential for leaders who want to increase employee engagement within their organizations. These three qualities are interconnected and reinforce each other in creating an engaged workforce.

Influence is the ability to inspire and persuade others to take a particular course of action. For leaders, this means being able to motivate their teams to work towards a common goal. Influence is not about being manipulative or forceful, but rather about understanding the needs and motivations of your team and using that understanding to guide their actions. By developing influence skills, leaders can inspire their teams to take ownership of their work and feel a sense of pride in their accomplishments.

Trust is another critical aspect of employee engagement. When employees trust their leaders, they are more likely to feel secure in their jobs and less likely to be looking for opportunities elsewhere. Trust is built over time through consistent actions and behaviors that demonstrate integrity, honesty, and reliability. Leaders who are trusted by their teams are more likely to create a positive work culture where employees feel valued and supported.

Effective communication is also essential for increasing employee engagement. Leaders who communicate effectively with their teams can create a sense of clarity and purpose that helps employees understand their role within the organization. Communication is not just about speaking, but also about active listening and responding appropriately to feedback. By prioritizing communication, leaders can ensure that employees feel heard and valued, which can help to increase their engagement with the organization.

By developing influence, trust, and communication skills, leaders can create a work environment that fosters employee engagement. This, in turn, can have numerous benefits for the organization, including increased productivity, improved innovation, and a more positive work culture. Moreover, engaged employees are more likely to stay with the organization and contribute to its long-term success.

Leaders who want to increase employee engagement can take several steps to develop these essential qualities. They can seek out resources such as books, courses, and coaching to develop their influence and communication skills. They can also work on building trust with their teams by consistently demonstrating honesty, integrity, and reliability.

Employee engagement is critical for the success of any organization. By developing influence, trust, and communication skills, leaders can create a work environment that fosters engagement and motivates employees to do their best work. With effort and dedication, any leader can develop these skills and create a work culture that benefits both employees and the organization.

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

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

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

How To Build Work Relationships

May 20, 2023

Today with remote workers, the workforce changing over in record numbers, and engagement extremely low, we need to learn how to build networks in our own companies. Different parts of the organization are located all over the world. We need to know and build relationships with other parts of our organization while we are not able to do that face to face.

How do we as managers of new individuals, new employees, new teammates grow relationships with others inside of the organization. It’s complicated, and will take time, but it can be done if we are intentional about it.

This is the time that we have to put on the sales hat and think about how we grow influence and trust with others. That is right, we need to think like sales professionals. No not an evil sales person that does not care about customers and just cares about golf and selling products. The good sales professional is the one that cares about understanding those they interact with. They want to serve those they interact with so that they can move forward.

These sales professionals actually focus on the relationship and how they will be able to help their customers win and be the Hero of their own story. That is the type of hat I am saying we need to wear.

The first part in building relationships is to learn and understand the individual that we are coming in contact with. We want them to understand that they are heard and known. We do not want to treat them as a commodity, but as an individual. Someone that matters.

That’s what we all want right? We want to know that we are known, heard, and that we matter.

We need to focus on others in the same way. We have needs, but we really need to work for them an serve them if we want to obtain our better way forward. We need to take the focus off ourselves and focus on learning about them.

See the others we work with have situations, issues, and ramifications that if not fixed will result in poor performance, disengagement, apathy, and likely them leaving for another job. If we can create a culture of helping each other and learning about each other.

When others know that we are not just trying to use them then we will build trust and out of that we get relationships. That is right we build trust and relationships when we build influence with others. Businesses move on trust and we need this if we are going to build relationships.

Today in business we need to make sure that we are going out of our way to build relationships if we are going to move forward in business. If we do this, that we will have a better quality of life as well as success in business.

Focus on putting on that sales hat and building relationships and so we can succeed with others.

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

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

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

Team Trust Building Games

April 22, 2023

Team trust building is crucial to an organization. Without trust we don’t move forward. High trust organizations thrive while low trust organizations flounder. When trust is high in an organization speed goes up and costs go down. That means more profits!

Trust is key if we are going to survive in the economic climate that we are in. We need to have trust with our teams so we don’t have to keep following up to see if tasks got completed on time. Too many organizations waste resources because they do not have high levels of trust.

Team building is one of those topics that leaders in their organizations always ask for ideas. Some ask for the large expenses because they have decent budgets while others look for more economical solutions. This week’s post will help with some ideas that will be lower investments for team building.

These ideas are under $50 per person on the investment side.

Questions for humans

This is a card deck that gets people sharing about their thoughts of a topic. Ramsey solutions has come out with this and they are not just for adults but for families as well. It’s a great resource because when we listen to how others answer some of these questions, we start to get a perspective and insight into who they are. Remember if we don’t know someone, we don’t typically trust them. We need to get to know people before we can trust them. When we are sitting down for lunch together, or the first few minutes of a weekly team meeting open up the deck and ask a question or two for everyone to answer. We will laugh and get to know each other which leads to building levels of trust.

Escape rooms

I love escape rooms not only are they challenging for puzzles, but by doing them we typically have others helping us. Someone has a different perspective to the clue and helps solve the puzzle typically. This results in us being able to communicate to solve things together which communication is key for trust. They are also fun because as we solve things together, we build confidence in each other. Bonds start to form and trust increases.

The third option is laser tag. Yes, I said laser tag. There is a place in Brandon Florida called CQ tactical. It’s laser tag, but with a twist. Two teams enter, one team wins. The teams are set up on missions like protecting a diplomat while the other team is looking to capture the diplomat. There is another where there is a bomb that has to be deactivated while you are being shot at by the other team. So many kinds of scenarios, but what happens is people have to work together, strategize together, and execute the plan to complete the missions. It is a lot of fun and laughs, with people building trust together to accomplish missions together. Just watch out for those girl scout troops, they are ruthless and sharp shooters!

Get out of the office and do some of these to build trust and communication with your team and you will see the benefits of a high trust environment.

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

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

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

Why Selfishness Affects Trust And Profits

March 11, 2023

When I teach organizations the trust equation and how to build influence, I run through the variables that affect trust. Why some people seem to be able to gain trust and influence better than others. It consistently comes back to one main variable in building trust.

it does not matter how competent, how reliable, or how vulnerable we are with others. If we are only out for our own gain, willing to step on others for our accolades, then we are going nowhere. That is right selfishness affects trust.

Selfishness is in the denominator of the trust equation and just like any fraction, the denominator has the most leverage. Now every individual is selfish to a point. It’s in our fight or flight mechanism that keeps us safe. We want to make sure our needs are met and that we are safe. Sometimes we take it a bit too far.

We all want to succeed at what we are doing and become successful in our careers, relationships, etc. We want that nice house, nice car, top of the line phone. No one wants to fail at their endeavors. Unfortunately, that fear of failure takes over and we start focusing how we can step on others to get to that next level then we are going to sacrifice trust.

If we are willing to sacrifice others for our gain then we are not going to be able to build trust with others. They will be able to see our intentions. We can hide our intentions for a short amount of time, but ultimately our selfishness will be like a light shining bright in the night sky.

When we act in selfish ways, people learn that they can not trust us to do what is right, just what is right for ourselves. Selfishness is a filter of how we see the world and how we function in it. We see our view of the as a means to an end for our own success.

Selfishness does not value others. It only values our gain. When others realize this, they understand that they need to interact in a way that protects them. Which means now they start acting in selfish ways as well. That means that others are affected and now trust really starts to erode in our organizations.

When we have low levels of trust, speed goes down, extra meetings happen, extra tracking files are needed, constant reporting, etc. Costs increase, from all of this excess tracking, resulting in lower profit margins.

When we have lower profit margins, organizations will then have to start cutting costs everywhere they can. That means layoffs, using lower quality materials in our of our products / services, making our offerings worth less. This then starts the downward spiral of lower revenues and accelerates the speed of bankruptcy.

We need to avoid this pattern if we want to stay in business for the long haul and we need to stop being selfish. We need to serve those around us and as a result we will be able to generate trust which will reverse this spiral and keep us profitable.

When speed goes up, costs go down. That means more profits. That all is affected by the trust and selfishness levels we have at our organizations.

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

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

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

The Question Our Employees Are Asking

January 28, 2023

Last week we talked about coaching others, this week we will have the discussion that those around us are asking.

Has anyone ever asked you the following question…Do you have my back?

Chances are if you have direct reports, they are asking this question about you. They were trying to figure this out the moment they start working for you.

Your direct reports want to know that when the chips are down that you will have their back as long as they are doing what is right and ethical. Far too often in big business employees feel they have to CYA because they do not trust their manager. CYA stands for Cover Your Assets. The A is sometimes shortened.

I have experienced in the issue of having to CYA myself in communications due to a lack of support from managers. It agitated me greatly because I believed I was left to fight for myself. It is a lonely position to be in as a report. Here’s the thing, relationships do not thrive in this kind of environment.

Employees want to know that their managers have their back when the chips are down and that they can reach out to their managers when they need help. Far too many managers are so busy themselves they forget to establish ground rules for trust and communication at the beginning of the relationship. There needs to be a set of ground rules of engagement set up from the beginning. Leaving it up to assumption is a recipe for a bad relationship. There are a few managers out there unfortunately that don’t really care about relationships with their reports and should look to either move on from their position or retire.

When trust and communication are not flowing it becomes like a body of water with no movement. It becomes toxic and everything in it dies. When trust and communication are absent fear also starts setting in. When Fear takes hold, trust and relationships do not flourish, they unfortunately die.

If reports don’t trust their manager, then where does the employee bounce ideas off of to move forward in the correct direction? Where do they expect to get mentorship? Where do these reports learn the correct way of operating for the organization?

Far too often employees have enough of this lack of trust and communication and elect to leave the department, or worse the organization. The intrinsic knowledge that the employee has is also following them right out the door. This then puts the team and management back to start the process over to onboard another employee. If the cycle keeps occurring the manager will be found out and their management will have to discuss options.

The cost of onboarding on average about $4000 per employee. Not to mention the training them on the software and teams that they will need to engage with often. It is also a good to note that it takes about three to six months for the employee to get comfortable in their new role. This means they are slower at the start in their position which also costs money to the organization. Why not work to make sure our reports know that we have their back, how to communicate with us, and build trust.

The answer is setting up guard rails with our direct reports from the beginning to make sure they understand how the trust and communication can work together. Setting these guard rails up will keep everything moving better and work life to improve. Employees need to know that they can trust their leaders. Having that trust and communication will allow the employees to excel and thrive in our organizations.

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

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

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

How Is Your Coaching?

January 21, 2023

To carry on the discussion from last week about leadership and engagement, lets continue by talking about how as a leader we need the correct coaching with our teams. Spoiler alert” it’s not by yelling.”

How are you at coaching your team and your family?

Are you like a college football coach constantly sending in directions?

Business leaders think being a coach means constantly sending in orders like a coach on the sideline of a football game. They believe they should tell the team what to do and how to do everything and then the team will just execute. The issue is that these people just become “yes people” and do not learn to not think for themselves. Instead, these individuals constantly come to the coach for the answers for everything and anything essentially slowing the organization down.

This style of coaching does not promote effective thought in individuals and does not allow them to break through ceilings. What I learned in 2016 from John Maxwell about coaching is that coaching is not about telling people what to do. Coaching is instead asking questions for the individual to produce their best answer for the given situation. It’s encouraging them to look within for their best answer. Not telling people what to do, but allowing them to look deep inside to derive their answer.

Most of the time in business we are trying to answer questions and get to solutions fast. We are looked upon by our peers, or reports to provide the course that is needed so much that we get used to coming up with the answer all of the time. When we arrive home at the end of the day, we are still dictating what needs to happen, how it needs to happen, and when it needs to happen to our families if we are not careful. Will that help our families thrive?

We are getting things accomplished, but we need to grow others around us so that they can make decisions so if we were to be “hit by a bus” they could still move forward. If we are not coaching these individuals correctly, we are actually hurting them. We are not allowing them to grow their confidence in decision making, and growth from within.

As coaches, we can not be the sole source of answers. We need to help cultivate within those around us to find those answers if we want to move forward fast together.

Coaching is also the act of giving more and more trust to those around us as they exhibit those traits we are working to grow in them. We do not give a underaged child keys to a brand new Ferrari and say you’ll figure it out. We need to guide them and train them before they are free to make those decisions. We need to continually ask those thought provoking questions to help them come up with better and better decisions. Even if those decisions do not align with what we believe is best at the time, we still need to trust the process to help them grow.

Ultimately, we will expire and it is on us to grow those around us.

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

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

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