Leaders Need To Stop Pointing And Start Leading

In today’s leadership environment we see more and more leaders falling back into the point and direct model for leadership in hopes to drive the organization forward. Especially in larger organizations where the top leaders do not have the opportunity to look their employees in the eyes on a regular basis. It becomes easy for the leader to forget their first responsibility is not to a shareholder, board or directors, but to the employees that carry out the day to day tasks that make the organizations move forward.

Far too often the focus because a short-term quarter by quarter vision to keep investors interested in purchasing the stock of an organization instead of the long-term focus of what will keep the organization moving forward decades into the future. With focus to get the financial numbers to fit into a short-term budgetary goal instead of the long-term vision of what the organization will plan to disrupt their industry with, the organization fails to make any headway and is just treading water while others are swimming by.

By being shortsighted the leaders start commanding employees to perform tasks to cut budgets, eliminate travel, no quote potential opportunities, or worse give back profitable business. Leadership focuses on what makes the shareholders happy instead of the metrics that drive the organization forward. They go on the defense instead of looking at how they can find opportunities and low handing fruit to make small gains each day to drive more and more profit.

Instead of cost cutting initiatives, leaders can make the hard decisions like taking pay cuts, reducing their travel, meet via virtual platforms, and meeting with employees regularly to get the temperature of the working level teams to understand what is going on. From there the leaders can make educated decisions on how to move forward with the right support.

Instead most leaders are biased because they don’t want to take paycuts themselves so they push it on to others and they also believe travel is a must for them because well they are the leader and decisions need to be made by them and only them.

Leaders need to do more than just listen effectively to the employees, they also need to go the way, show the way, and lead the way so that others can follow them as the organization moves forward.

Leaders need to stand out front of the employees to charge the hills of battle and chart the course. Employees want to see the leaders out in front so they can have the confidence that the leaders will be with them when it’s time to step forward out of the comfort zone and take the field of battle. Employees will respect and engage more when they see that the leaders are up in front and ready to roll up their sleeves to get to work for the better of the company.

One of the most impactful leaders I had worked for took a paycut during an economic downturn while allowing the employees to maintain their salaries. That really made an impact to the employees who really buckled down and worked harder for that leader. The organization actually did really well during the uncertain time and accelerated even faster out of that downturn which made the organization far more profitable.

How many people would work for a leader like that?

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

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

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 

Ways To Increase Your Leadership Ability

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

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

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

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

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

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

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book