How Employees Can Overcome Apethetic Leaders

Ever been in this situation?  You are working hard to survive the day of demands, email requests from customers and other departments, as well as trying to manage home life.  Only hoping that your leader can enable you to survive the vast requirements, only to find your leader is checked out on your requests for support.  There’s nothing more frustrating than working under a leader who seems checked out. You're motivated. You're capable. You want to grow. But the person who's supposed to guide you is MIA—in energy, vision, or both.

But here’s the truth: you don’t need them to be engaged, when leadership goes silent it's often the loudest invitation to rise up yourself.

Apathy sucks the air out of a room, but energy can change it. If your leader’s not bringing motivation, then you bring it. Positivity, focus, and momentum, are contagious forces. You have the power to set a tone that others will follow. Be the one who says, “Let’s figure it out.” The one who believes there’s a way forward. When you choose to lead with energy, even without a title, people will notice. And more importantly, you will feel more in control of your path.

When your leader doesn’t step in, you get the rare opportunity to step up. Solve problems without being told. Take ownership where others hesitate. Push things forward even if you don’t get credit right away. These are the quiet moments where real leaders are born.  That’s right not under bright lights, but in the everyday grind. Every move you make with intention builds your credibility, sharpens your instincts, and proves (to yourself most of all) what you're capable of.

Even if your leader is apathetic, not everyone is. Somewhere in your network, there are people who care deeply about what they do.  Mentors, peers, and even connections outside your workplace that can help you with you feel stuck. Seek them out. Learn from them. Let them remind you of what’s possible. When you surround yourself with people who value growth, effort, and vision, you build a kind of emotional armor against the disengagement around you. Don’t isolate in this season, connect. That’s how you stay grounded in purpose and drive to move forward.  It may be hard but you have another thing keeping you move forward.

The other factor that is going to help you succeed is the fact that you care. But caring in an apathetic environment can wear you down if you're not careful. Protect your drive. Set boundaries. Give your best, but don’t give it all away. Your passion deserves to be protected and redirected into people and projects that will actually value it. That might be within your team, or it might be somewhere new. Either way, don’t let someone else’s indifference steal your best. Keep showing up with heart. That’s what makes you different.

You might not have the leader you hoped for, but that doesn’t stop you from becoming the leader someone else needs. Keep stepping up and showing up.  One day, someone will look up to you. And they'll be grateful you didn’t wait for permission to grow.

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

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Kevin’s email: kevin@kevinsidebottom.com

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How Leaders Can Show Results

Leadership isn’t about promises, it’s about results. The true measure of a leader is their ability to follow through on what they said they were going to do. Talk is cheap, but actions speak volumes about their character. Today we are going to focus on three areas that leaders can focus on showing results of follow through.

Promises are meaningless without action. To prove that leaders have followed through, leaders must deliver clear, measurable outcomes. Whether it's hitting KPIs (Key Performance Indicators), completing projects, or achieving specific targets, results don’t lie. When a leader meets their goals and delivers on promises, that’s the proof. No excuses, no ambiguity just tangible success as long as it is done with ethics.  Achieving the results, but doing so with bad ethics will just erode the trust in leadership not to mention interest by the authorities.  Leaders need to hit the KPI’s with good ethics and follow through.

True leaders take responsibility for failures. They don’t hide behind excuses they face challenges head-on and adjust when things don’t go as planned. Accountability is about taking ownership of the process, not just the outcome. When leaders hold themselves accountable, they prove they are committed, transparent, and ready to make things right.  Leaders also tend to give the credit for successes to their teams and the employees while at the same time taking responsibility for the failures themselves.

A leader who doesn’t seek feedback isn’t leading, they’re just making decisions in a vacuum. To prove they’ve delivered on their promises, leaders must ask the tough questions and act on what they hear. Whether from employees, clients, or partners, feedback reveals whether strategies are working, or not.  Ignoring feedback is a failure to follow through. Leaders who listen, adapt, and evolve based on feedback show they’re committed to continuous improvement and results.  They also show they care and are aware of their shortcomings.  Something that everyone has.

Leaders have a great deal to balance, but making sure that they deliver on their promises, take ownership of failures, and consistently take temperature checks to make sure they are delivering on those promises will instill trust with their employees, customers, and shareholders in the long-term allowing them to lead with a firm foundation.  One that can weather any storm.

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

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

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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

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 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

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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

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 

Four Ways To Improve Leadership Skills

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

Books: The Wisdom of Pages

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

Training Programs: Practical Learning on Leadership

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

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

Formal Education: Elevating Leadership Through Degrees

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

Mastermind Groups: Collaborative Learning and Peer Support

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

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

Have a great week!

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

Kevin’s website: www.kevinsidebottom.com

Kevin’s email: kevin@kevinsidebottom.com

The Sales Process Online Membership Site 

The Sales Process Uncovered Book 

Importance of Leadership In The Workplace

Leadership is a critical aspect of any workplace. It sets the tone for the company's culture, influences employee engagement and productivity, and impacts the overall success of the organization. While there are many leadership styles, one that has gained popularity in recent years is Servant Leadership. In this blog post, we will explore why leadership is important in the workplace and why Servant Leadership is key from an employee's perspective.

Leadership is crucial in setting the tone for the company's culture. Leaders are responsible for creating a positive work environment that fosters collaboration, communication, and innovation. A good leader can inspire employees to work towards a common goal, promoting a sense of community within the organization. Leaders who foster an environment of trust and respect can help employees feel valued and motivated to give their best effort.

Leadership style can have a significant impact on employee engagement and productivity. Studies have shown that employees who feel valued and supported by their leaders are more likely to be engaged in their work, leading to increased productivity and job satisfaction. Conversely, a negative leadership style can lead to disengaged employees, which can result in decreased productivity, high turnover rates, and a negative impact on the company's bottom line.

Servant Leadership is a leadership style that focuses on serving others first, rather than the traditional top-down approach. This style of leadership encourages leaders to put the needs of their employees first, creating a culture of service, empowerment, and collaboration. From an employee's perspective, this leadership style can be beneficial in many ways.

Servant Leadership promotes employee engagement and empowerment. When leaders prioritize the needs of their employees, it can create a sense of ownership and responsibility for their work. Employees who feel empowered to make decisions and contribute to the company's success are more likely to be engaged and committed to their work.

Second, Servant Leadership can lead to increased trust and respect between leaders and employees. When leaders demonstrate a genuine interest in their employees' well-being, it can create a culture of trust and respect. Employees are more likely to feel valued and supported when they believe their leaders care about their success.

Servant Leadership can create a positive work environment that promotes collaboration and innovation. When leaders prioritize the needs of their employees, it can encourage collaboration and teamwork. Employees who feel supported and empowered are more likely to work together, share ideas, and innovate to achieve shared goals.

In conclusion, leadership is a critical aspect of any workplace. It sets the tone for the company's culture, influences employee engagement and productivity, and impacts the overall success of the organization. From an employee's perspective, Servant Leadership can be key in creating a positive work environment that fosters engagement, empowerment, and collaboration. By prioritizing the needs of their employees, leaders can create a culture of service and support that can lead to increased trust, respect, and ultimately, success.

Have a great week.

“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!”

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