Trust Experts to Unlock Business Success and Growth

 

Trusting Experts for Business Growth Success

Introduction

For many business owners and CEOs, growth depends not only on strategy and vision but also on whether the right people are in the right roles. Too often, talented individuals are hired as experts only to find their decisions second-guessed or their work directed by those without the same expertise. This is a recipe for inefficiency, frustration, and stalled business success.

The truth is simple: hiring experts is only effective if you trust them to use their expertise. Business growth doesn’t come from micromanagement, it comes from empowering your people to do what they do best.

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When Leaders Step Outside Their Expertise

It’s natural for business owners to want control. After all, they’ve built the company, set the vision, and often worn many hats along the way. But growth requires a shift in leadership style, moving from doing everything to trusting specialists.

Consider these common scenarios:

• The non-technical CEO who dictates product design to engineers despite not having a technical background. Instead of accelerating innovation, this often slows it down.

• The chef-founder who insists on leading marketing campaigns. Their passion for the product is invaluable, but marketing requires a different skill set, one that understands channels, customer behaviour, and brand positioning.

• Operations teams setting sales strategy and pricing. While they bring valuable efficiency insights, they don’t have the same customer-facing perspective that sales professionals rely on.

In each case, the business suffers because expertise is overridden instead of trusted.

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The Power of Empowering Experts

Hiring an expert signals a recognition that you need skills beyond your own. But the real benefit only comes when you empower them to lead in their domain.

When experts are trusted:

• Decisions improve. Choices are grounded in deep knowledge and experience rather than assumptions.

• Efficiency increases. Teams move faster because they’re not waiting for approval on every decision.

• Engagement rises. People feel valued when their expertise is respected, leading to higher motivation and retention.

• Innovation thrives. Empowered teams experiment, problem-solve, and create better solutions.

Trusting experts doesn’t mean leaders lose control it means they gain stronger outcomes by focusing on the big picture while specialists manage the details.

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Collaboration vs. Control

Empowering experts does not mean operating in silos. Cross-functional collaboration is vital, especially in modern business environments where strategy, operations, marketing, and sales must be aligned.

The distinction lies in collaboration versus control. Collaboration means bringing perspectives together to find the best solution. Control means dictating outcomes without leveraging the expertise available. Successful leaders understand this difference and create cultures where experts share knowledge openly while still owning their decisions.

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What if You Can’t Afford Full-Time Expertise?

Many small and growing businesses struggle with the idea of hiring full-time experts in every key role. The cost feels prohibitive, and so owners end up wearing too many hats or delegating critical work to people without the right skill set.

This is where consultants or part-time specialists become invaluable. Whether it’s marketing, finance, operations, or sales, having an expert, even for a limited number of hours, ensures your business avoids costly mistakes and moves forward strategically.

Think of it this way: the cost of not having expertise is often far higher than the cost of bringing in part-time support. A poorly executed marketing campaign, a mispriced product, or inefficient operations can drain revenue far faster than a consultant’s fee.

Having experts in key roles, full-time or part-time, is critical for business success and growth.

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Key Questions for Leaders

As a business owner or CEO, ask yourself:

• Do I have experts in the roles most critical to business growth?

• Am I empowering them to make decisions—or am I unintentionally undermining their expertise?

• Where I lack full-time resources, am I leveraging consultants or external specialists to bridge the gap?

Your answers to these questions may highlight opportunities to improve both leadership and business performance.

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Conclusion & Final Thoughts

Business success and growth don’t come from trying to know everything yourself. They come from surrounding yourself with experts, putting them in the right positions, and trusting them to do their jobs.

When you empower experts, collaboration improves, innovation thrives, and your business becomes more resilient. When you undermine expertise, you risk disengagement, inefficiency, and stalled growth.

And if full-time hires aren’t realistic, consultants provide an accessible way to ensure critical expertise is never missing from your business.

The most effective leaders aren’t the ones who do it all, they’re the ones who empower others to do it well.

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At Josty, we help businesses identify where expertise is missing and how to put the right people, full-time or part-time, into the right roles. If you’re ready to strengthen your team, empower your experts, and drive sustainable business growth, let’s talk.

Visit Josty.nz to explore how we can help you unlock success through expertise.

Unlock Your Innate Sales Skills for Career Success

 

The Ultimate Guide to Essential Sales Skills

We all have sales skills, whether we realize it or not. We use them in our daily lives to achieve goals, from landing a new job to convincing a friend to try a new restaurant. Essentially, every time you persuade, negotiate, or build trust, you’re engaging in a form of selling. While this might not be your career, these foundational skills are the building blocks of any successful life. For those considering a professional path in sales, mastering these abilities is the first step toward a rewarding career.

This guide will break down the essential sales skills that everyone possesses and the advanced skills needed to transform them into a successful career in sales.

Foundational Sales Skills Everyone Has

You might not have a job with "sales" in the title, but you are a salesperson in your own life. Think about these everyday scenarios and the skills you use.

• Negotiation: Remember that time you haggled for a better price on a used item or negotiated for a higher salary during a job offer? That’s negotiation, a core sales skill. It’s the ability to find a mutually beneficial solution where both parties feel they’ve won.

• Persuasion and Influence: This is the art of convincing others to see your point of view. Whether it's persuading your landlord to fix a leaky faucet or getting your kids to do their chores, you are using persuasive tactics to influence an outcome.

• Active Listening: This goes beyond just hearing what someone is saying; it's about truly understanding their needs, concerns, and motivations. In a relationship, this helps you connect on a deeper level. In a job interview, it helps you understand what the hiring manager is looking for so you can tailor your responses.

• Problem-Solving: Life is full of challenges, and solving them is a skill you use every day. Whether you’re figuring out how to get a rental with a pet or navigating a tricky family situation, your ability to identify a problem and work toward a solution is a critical asset.

• Resilience: Rejection is a part of life. The ability to bounce back after a setback, like not getting the job you wanted or having an idea shot down, is a key part of personal growth. This is the same resilience that fuels successful sales professionals.

The Skills Needed for a Career in Sales

While everyone possesses the skills above, a career in sales requires a deeper, more strategic application of them. It's not just about a single transaction; it’s about a repeatable, scalable process.

• Strategic Prospecting: Professional selling isn't about waiting for leads to come to you. It's about proactively identifying potential customers who are the right fit for your product or service. This involves research, targeted outreach, and consistent effort to build a robust sales pipeline. It's about finding the right people to have conversations with, not just anyone.

• Building Long-Term Relationships: The best salespeople are not "closers"; they are "relationship builders." They focus on creating trust and value over time, so their clients become repeat customers and even advocates. This requires empathy, integrity, and a genuine desire to help others.

• Market and Product Expertise: To be a credible salesperson, you must become an expert in what you sell and the market you sell it in. You need to understand your product's features and benefits inside and out, as well as how it compares to competitors. You should be seen as a valuable resource, not just someone trying to make a quick sale.

• Objection Handling: In sales, "no" isn't a final answer; it's an opportunity. Successful salespeople are skilled at handling objections, not by being pushy, but by asking thoughtful questions to uncover the root cause of the hesitation and then providing a solution.

• Time and Pipeline Management: A sales career is fast-paced and requires discipline. Successful professionals manage their time effectively, prioritize high-value activities, and use tools like CRM software to track their progress and stay organized. They understand that consistent effort, day after day, leads to long-term success.

Conclusion and Final Thoughts

What sales skills do you have? Everyone sells. From convincing your boss you deserve a promotion to getting a partner to go on a first date with you, you’re always putting your best foot forward and presenting value. The skills we use to navigate life are the very same skills that form the foundation of a successful career in sales. The difference is in the depth and intentionality of their application.

If you’re considering a career change or simply looking to enhance your professional toolkit, take stock of the skills you use daily. You might be surprised at how much of a natural-born salesperson you already are. By recognizing your innate abilities and developing them further, you can unlock your innate sales skills and open doors to incredible opportunities.

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Ready to take your skills to the next level? Head over our website to see our sales advisory and enablement services or get in touch via our contact us or LinkedIn pages

Share this post with someone who needs to hear it, or comment below with one sales skill you use every day!

This post was written by Jason Jost

B2B Loyalty: A Two-Way Street of Enduring Customer Trust

 

Beyond Accounts: Nurturing B2B Customer Relationships

Introduction

In the dynamic world of B2B, customer loyalty is often hailed as the holy grail. We invest heavily in retention strategies, celebrate long-standing accounts, and champion our most ardent advocates. But here’s a critical question for every B2B leader and CEO/Owner: Is your loyalty to your customers as steadfast and consistent as the loyalty you expect from them? The truth is, genuine loyalty is not a one-sided expectation; it's a reciprocal journey, a two-way street where mutual trust, respect, and consistent value pave the way for enduring partnerships.

This isn't merely a philosophical discussion; it’s a strategic imperative. In an era where competition is fierce and switching costs can be managed, the depth of your B2B customer relationships can be your most powerful differentiator. It’s time to look beyond just the account number and truly understand the human element that drives long-term success and customer retention.

The Illusion of One-Way Loyalty

Too often, the operational realities of B2B businesses create an unwitting bias towards one-way loyalty. Our CRM systems track accounts, our sales teams chase new logos, and our customer success teams focus on the current state of a contract. This account-centric view, while necessary for some functions, frequently overlooks the most critical asset: the individual champion within that customer organization.

Consider a scenario many of us have witnessed, or perhaps even experienced. A long-standing customer, deeply familiar with your product or service, moves to a new company. This individual has been an internal advocate, a strong voice for your solution, and a trusted partner for years. Yet, when they transition, what often happens? They might be treated as a cold lead, subject to introductory sales pitches, or even worse, assigned a junior account manager who lacks the historical context and depth of the relationship that existed. Their years of advocacy and profound understanding of your business are suddenly discounted, reducing them to an unknown entity. This experience can be profoundly challenging and frustrating for the customer, undermining years of accumulated trust.

This approach is not only inefficient but actively detrimental to building a robust brand based on integrity and genuine partnership. It sends a clear message: our loyalty is to your budget, not your belief in us.

The Power of Reciprocal Value and Respect

True B2B customer loyalty thrives on an understanding that relationships transcend company names. It's about recognizing the human connection, respecting the journey of your individual champions, and acknowledging the deep well of knowledge and positive experience they carry regarding your brand. When a loyal customer moves to a new company, they are not a blank slate; they are a pre-qualified, deeply experienced advocate who already understands the value you bring.

Imagine if, instead of starting from scratch, your approach was built on an immediate re-engagement of respect and recognition. Picture this: a former champion joins a new organisation. Your sales or customer success team, proactively recognising this move, reaches out not with a generic pitch, but with a message that acknowledges their history, congratulates them on their new role, and offers continued support and partnership. The conversation shifts from "Let me introduce our company" to "We're excited to continue our partnership with you in your new venture, leveraging the success we built together."

This isn't just good manners; it's smart business. These individuals already know your capabilities, your reliability, and the positive impact you can deliver. They’ve already done the internal selling for you, often unknowingly. By treating them with the same appreciation and personalized attention that initially fostered their loyalty, you're not just winning a new account; you're reinforcing a reputation as a vendor that truly values its people and its partnerships.

Implementing a Two-Way Loyalty Strategy

For B2B leaders and CEOs/Owners looking to cultivate a culture of reciprocal loyalty, here are practical steps:

1. Track Your Champions, Not Just Accounts: Implement CRM strategies that flag key individual contacts. When these contacts change roles, initiate a specific re-engagement protocol.

2. Personalised Re-engagement: Train your sales and customer success teams to recognize and act on these transitions. The outreach should be personal, acknowledging the past relationship and focusing on how your solution can continue to support their success in their new role. Avoid treating them like a cold lead.

3. Maintain Historical Context: Ensure that your teams have access to the history of the relationship with that individual, even if they're now at a different company. This allows for informed, relevant conversations.

4. Value Their Expertise: Recognise that this individual brings invaluable experience with your product. Empower them to share insights and make the transition seamless, rather than forcing them through a standard onboarding process designed for newcomers.

5. Foster a Culture of Partnership: Embed the principle of "people first, accounts second" into your company's DNA. This means celebrating successful individual customer relationships as much as closing large deals.

Conclusion: The Future of B2B Relationships

In the highly interconnected B2B landscape, the value of customer loyalty extends far beyond current contracts. It's about building an ecosystem of enduring trust and mutual respect where individuals feel valued, not just as purchasers, but as partners in success. When your organisation embraces the concept that loyalty is truly a two-way street, you not only secure immediate business but also cultivate a powerful network of lifelong advocates. This visionary approach is what differentiates market leaders and drives sustainable B2B growth.

Ready to transform your approach to customer loyalty and build lasting partnerships?

Connect with us on LinkedIn to share your insights or visit our website to explore how Josty can help you cultivate stronger, more reciprocal B2B relationships.

Leading the Way: Five Timeless Goals for Every Leader

What Defines Great Leadership? Beyond the Title, Beyond the Scale.

Leadership the word itself evokes images of strong figures, decisive actions, and impactful decisions. But what truly defines effective leadership, regardless of the arena? Is it vastly different to steer a small business than to guide a nation? Or to coach a youth sports team versus running a multinational corporation? The answer, surprisingly, is that the fundamental goals of impactful leadership remain remarkably consistent across all these scales.

At its heart, leadership is about people, vision, and progress. It’s about channeling collective energy towards a common objective, fostering growth, and navigating challenges with integrity. While the complexities and stakes may vary, the core principles that elevate a manager to a true leader transcend job titles and organizational charts. Let's explore these five timeless goals that every leader, from the sideline to the world stage, strives to achieve.

1. Fostering an Inclusive, Unified Culture

This is the bedrock of all successful leadership. A leader's primary goal is to intentionally create a culture where every individual feels a sense of belonging, and their unique identity, background, and perspective are not just tolerated, but celebrated. This involves actively building bridges between people and different groups, promoting respect, and ensuring that everyone feels heard, valued, and safe. A unified team, built on a foundation of inclusion, is a powerful force.

Think about it:

• For a kids' sports coach: This means ensuring every child, regardless of skill level, feels like a vital part of the team, gets playing time, and is encouraged. It's about building camaraderie and mutual support, not just winning.

• For the owner of a SME: It's about cultivating a tight-knit workplace where every employee feels their contribution matters, fostering an environment where ideas are freely shared, and differences are seen as strengths.

• For the CEO of a multi-national company: This scales up to creating a global culture that embraces diverse nationalities, work styles, and beliefs, ensuring that employees across continents feel connected to the company's core values and mission.

• For the leader of a country: It's the monumental task of uniting diverse populations, cultures, and political viewpoints under a shared national identity, ensuring all citizens feel represented and valued.

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2. Inspiring a Shared and Inclusive Vision

A leader's vision must resonate with everyone. The goal is to develop and communicate a compelling vision for the future that is broad enough to include diverse perspectives and goals. By co-creating this vision with the team, a leader ensures that everyone feels invested in the mission and understands how their individual contributions, no matter how different, are vital to achieving the collective objective.

Consider the parallels:

• For a kids' sports coach: The vision might be "to learn, have fun, and improve as a team," clearly communicating what success looks like beyond just the scoreboard.

• For the owner of a SME: It's articulating where the company is headed, what its unique value proposition is, and how every employee contributes to its growth and success.

• For the CEO of a multi-national company: This involves crafting a strategic vision that aligns thousands of employees across diverse business units towards common corporate objectives, such as market leadership or sustainable innovation.

• For the leader of a country: It's about presenting a national narrative, a vision for prosperity, security, or social progress that inspires citizens to work together for the greater good of the nation.

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3. Empowering Individuals and Promoting Team Growth

Great leaders recognize that a team is only as strong as its members. A key goal is to empower each person by providing the resources, autonomy, and opportunities they need to grow. This includes thoughtfully delegating tasks, providing mentorship, and promoting from within. By creating an environment where individuals feel empowered to take ownership and contribute their best work, leaders not only develop their people but also build a more resilient and dynamic team.

This applies everywhere:

• For a kids' sports coach: It means teaching skills, assigning different roles, and giving kids the confidence to try new things, make decisions on the field, and learn from mistakes.

• For the owner of a SME: It's about trusting employees with responsibilities, investing in their professional development, and creating pathways for career advancement within the company.

• For the CEO of a multi-national company: This involves building robust talent development programs, succession planning, and creating a culture where employees are encouraged to innovate and lead projects.

• For the leader of a country: It means investing in education, healthcare, and infrastructure to empower citizens, fostering entrepreneurship, and ensuring opportunities for all to thrive and contribute to society.

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4. Driving Equitable Results and Innovation

Leadership is about achieving goals, but it's also about how you get there. This goal focuses on guiding a diverse team to deliver results by leveraging the unique strengths of each member. An inclusive leader ensures that decision-making processes are fair and that everyone has an equal opportunity to contribute. This approach not only leads to better outcomes but also fuels creativity and innovation, as varied perspectives can lead to novel solutions and breakthrough ideas.

The principle holds true:

• For a kids' sports coach: Results might be improved teamwork, skill development, and good sportsmanship. Innovation could be trying new plays or strategies based on the team's unique talents.

• For the owner of a SME: It's about achieving business objectives efficiently, identifying new market opportunities, and encouraging creative problem-solving among staff.

• For the CEO of a multi-national company: This involves setting ambitious performance targets, fostering a culture of continuous improvement, and driving R&D to stay competitive and relevant globally.

• For the leader of a country: It's about implementing policies that lead to economic growth, social welfare, and national security, while also encouraging scientific and technological advancement for societal benefit.

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5. Leading with Authenticity, Empathy, and Integrity

The most effective leaders lead by example. This goal involves consistently demonstrating a strong moral compass, being transparent, and showing genuine empathy for others. By owning their mistakes, being vulnerable, and acting with integrity, leaders build trust and psychological safety. This kind of authentic leadership is what truly unites people and inspires them to follow, as they know their leader is a person they can depend on and a force for positive change.

This is universal:

• For a kids' sports coach: It's about being fair, supportive, and modeling good sportsmanship, teaching kids not just how to play, but how to act.

• For the owner of a SME: It's about running an ethical business, treating employees and customers fairly, and being transparent in decision-making.

• For the CEO of a multi-national company: This involves upholding corporate ethics, demonstrating social responsibility, and communicating openly and honestly with shareholders, employees, and the public.

• For the leader of a country: It's about governing with honesty, compassion, and a commitment to public service, earning the trust of the populace through consistent ethical conduct.

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Final Thoughts: The Enduring Power of Principled Leadership

As we've seen whether you're rallying a group of excited youngsters on a soccer field, steering a burgeoning startup, navigating the complexities of a global enterprise, or guiding the destiny of a nation, the core tenets of effective leadership remain steadfast. The specific challenges and contexts may differ dramatically, but the human element at the heart of leadership, the need to unite, inspire, empower, drive progress, and act with integrity, is a constant.

True leaders understand that their most profound impact comes not just from their decisions, but from their ability to cultivate a culture where every individual can flourish. It's about building bridges, not walls; fostering inclusion, not division; and always striving to leave the people and the organisation in a better, more unified, and more empowered state than they found them. This enduring commitment to people and principles is the hallmark of truly impactful leadership, no matter the scale.

Post written by Jason Jost

Price vs Value: Why Matching Price Means Matching Offer

 

Same Price, Different Value

Introduction

In business, the idea of “price matching” often feels like an easy fix. If a competitor sets their coffee at $5, you do the same. If another law firm charges $300 per hour, you match it. The thinking goes: if the price is the same, customers will stay.

But here’s the catch, price is only one part of the equation. Customers don’t just see the number on the receipt; they experience the whole package. If your offer doesn’t actually match the competitor’s, then your “price match” isn’t really a match at all. It’s a shortcut that risks eroding trust and damaging your reputation.

This blog explores why businesses need to look beyond numbers when competing on price, with practical examples that highlight the difference between matching price and matching value.

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Coffee Example: Same Price, Different Cup

Picture two cafés on the same street. Both advertise coffee for $5. One café serves a regular-sized cup, while the other serves a noticeably smaller cup for the same price. On paper, both are “competing fairly.” But in reality, the smaller cup café isn’t matching the offer.

Customers may not complain the first time, but they will notice. And once they do, they won’t just question the coffee size, they’ll question the fairness of your business overall.

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Tea Example: Quality vs Cost

Now take tea. One café matches its competitor’s $5 tea price but cuts corners by using supermarket tea bags, while the competitor serves premium loose-leaf tea. To the customer, the price is the same but the quality difference is obvious.

In this case, the café has matched cost but not value. Customers who expect a quality tea-drinking experience will feel short-changed. Worse, they’ll start telling others about it. Word of mouth spreads fast, and what began as a strategy to keep customers may actually drive them away.

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Fish and Chips Example: Portion Size Matters

Think about your favourite fish and chip shop. Imagine one matches its competitor’s $9 price, but when you open the paper, you find fewer chips and smaller fish. Technically, both shops charge the same, but the customer’s perception of value is completely different.

Customers will always compare what they get, not just what they pay. A smaller portion may lower your costs, but it will also lower repeat business. People don’t just remember the price, they remember whether they left full and satisfied.

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Law Firm Example: Experience vs Hourly Rate

Professional services face the same challenge. A law firm may decide to match a competitor’s $300 hourly rate but assign a junior lawyer with one year of experience instead of a senior partner with two decades of expertise.

On paper, the rate is identical. But in practice, the value delivered is vastly different. Clients expect comparable service for a comparable price. When they discover they’re getting less for the same money, they don’t just lose faith in one lawyer, they lose faith in the entire firm.

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The Bigger Picture: Trust and Loyalty

The common thread in all these examples is simple: customers aren’t comparing price alone, they’re comparing value.

When businesses rely on price matching to boost profits without enhancing quality or value, they risk their current profits and customer base. Customers can see through that quickly. And once trust is lost, it’s almost impossible to regain.

The smarter approach is to recognise that value is multi-dimensional. It includes quality, service, expertise, reliability, and even the emotional reassurance that comes from choosing the right provider. Price matching without matching the offer ignores these dimensions and leaves your business vulnerable.

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Final Thoughts

Price matching might win by increasing the profits in the short term, but it won’t secure loyalty in the long term unless the offer also matches the expectation. Businesses that see opportunity increase prices to match with competitors risk creating dissatisfied customers and damaging their own reputation.

The lesson is clear: if you’re going to match the price, you must also match the offer. Otherwise, focus on differentiating your value instead of chasing numbers.

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As a business leader, ask yourself: Are we competing on price alone, or are we delivering a value proposition that truly stacks up?

If you’ve ever struggled with balancing price and value in your business, let’s talk. At Josty, we help businesses build strategies that strengthen both pricing and customer trust.
Empowering Growth, Securing Success.

Visit Josty.nz to learn more or get in touch today to explore how we can help your business compete on value, not just price.

Price vs Value: What Are You Really Paying For?

 

What Are You Really Paying For?

Introduction

We live in a world where price is often the first thing people see, the number we compare, and the lever we pull when making decisions. But ask yourself: What are you really paying for?

I was reminded of this today while getting my Warrant of Fitness (WOF). I could have booked elsewhere in town for slightly less, but that would’ve meant waiting one or two days. Instead, I chose to pay a little extra to have it done immediately. What I was really paying for wasn’t just a check on my car, it was also convenience and immediacy.

This small example highlights a bigger truth: price is not the same as value. Let’s explore why.

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Price Is Only Part of the Value Equation

Most of us have been trained to see price as the measure of worth. Cheaper equals better savings, right? Not always.

Price reflects only the upfront cost. Value, however, is everything you get in return. And sometimes, the value is hidden until you step back and ask, “What’s included? What problem is this actually solving for me?”

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A Sales Story: Why Higher Price Can Mean Higher Value

In my sales career, I often faced pushback on pricing. Clients would compare us against competitors and wonder why we were more expensive. On paper, their numbers looked sharper. But the reality? We weren’t selling the same thing at all.

Our solutions included far more than equipment:

• Design: Tailored to the unique needs of each client.

• Build & Programming: Systems crafted for seamless integration.

• Testing: Every solution was plug-and-play ready, reducing downtime.

• Quality Components: Only the best parts, guaranteeing longevity and reliability.

The competitor’s offer may have been cheaper at first glance. But clients who chose us weren’t just buying hardware, they were buying certainty, peace of mind, and time saved later.

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The Hidden Layers of Value

So, what are you really paying for? Often, it’s one or more of these layers:

1. Speed
   Sometimes, you’re paying for something to be done right away. Like my WOF experience, the faster option cost more, but the value was in getting my car back on the road without delay.

2. Expertise
   You’re also paying for the knowledge and skill behind a product or service. Expertise ensures fewer mistakes and better outcomes.

3. Reliability
   The cheapest option may look appealing, but how reliable is it? A reliable solution saves you from costly breakdowns or repeated purchases.

4. Experience
   This isn’t just about customer service it’s about reducing stress. A smooth, professional process can be worth more than a small saving.

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The Hidden Cost of “Cheap”

It’s easy to be drawn to the lowest number. But the cheapest option often comes with hidden costs:

• More time lost in waiting.

• Extra repairs or replacements later.

• Frustration from poor service.

• Missed opportunities because the job wasn’t done right the first time.

In other words, the price you see isn’t always the price you end up paying.

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Everyday Examples of Paying for More Than Price

• Flights: A budget airline may cost less, but add up baggage fees, lack of flexibility, and poor service suddenly, the “cheaper” flight isn’t so cheap.

• Technology: A bargain laptop may save money upfront but need replacing in two years, while a higher quality one lasts twice as long.

• Professional Services: A cut-rate consultant might deliver a report, but an experienced advisor gives insights, strategy, and implementation support.

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Asking the Right Question

So, when you’re making your next decision, don’t just ask, “How much does it cost?” Instead, ask:

• What am I really paying for?

• What is included in this price that I might not see at first glance?

• What will this save me in time, stress, or future expense?

When you shift your focus from price to value, you make smarter, longer-lasting choices.

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Final Thoughts

Price is simple to compare. But value? That requires thought. The truth is, you’re rarely just paying for the item or service itself. You’re paying for the expertise behind it, the reliability it offers, the convenience it brings, and the confidence that it will solve your problem the right way.

The next time you’re weighing up your options, resist the temptation to focus solely on the price tag. Instead, ask yourself: What am I really paying for? Because often, the cheapest option costs the most in the long run, while the right choice delivers the value where it matters to you.

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At Josty, we help businesses uncover and communicate their true value, so customers see more than just a price tag. If you’d like to explore how to position your business on value rather than cost, get in touch with us today.

Post written by Jason Jost

Your Business is Your People

Your business doesn’t grow because of systems, processes, or products alone it grows because of people. High-performing teams are built by leaders who prioritise wellbeing, set clear direction, and foster positive culture. Attitude spreads from the top, and staff who feel valued give more of themselves in return. Too many businesses let performance slide by failing to support staff under pressure, or worse, by replacing people instead of helping them thrive again. By looking after your team, you look after your business.

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Introduction: Why People Are the Heart of Your Business

Every business leader dreams of growth, resilience, and consistent performance. We talk about strategy documents, efficiency systems, and bold goals. But behind all of that lies the one truth often overlooked: your business is your people.

It doesn’t matter if you’re building a tech start-up, running a manufacturing plant, or scaling a professional services firm your success ultimately depends on the mindset, energy, and ability of the people in your team. You can have the best plan on paper, but if your team isn’t aligned, motivated, or supported, it won’t translate into results.

The most effective leaders know that their role goes far beyond managing tasks or hitting numbers. Their real responsibility lies in shaping an environment where people feel valued, cared for, and proud of their contribution. When you get this right, performance follows naturally.

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Leadership Shapes Performance

A team’s attitude doesn’t come out of thin air. It reflects the leadership they see every day. If leaders are positive, clear, and consistent, the team will adopt those qualities. If leaders are inconsistent, disengaged, or dismissive, performance and morale will quickly unravel.

• Clarity matters. People perform best when they know what’s expected of them and why it matters.

• Consistency builds trust. When leadership behaviour is predictable and fair, people feel safe and engaged.

• Positivity spreads. The way leaders talk about challenges influences how teams respond to them.

In short: leadership is the mirror in which team culture is reflected.

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Wellbeing and Performance Go Hand in Hand

Performance isn’t just about skills or effort; it’s deeply tied to wellbeing. A stressed, unsupported, or unwell team member cannot perform at their best no matter how capable they are.

Too often, businesses see underperformance and jump straight to disciplinary measures or even dismissal. But here’s the reality: many times, the problem isn’t the person’s ability it’s their state of wellbeing.

I’ve seen too many businesses let go of talented people simply because they were going through a tough patch with health or stress. Instead of supporting them, businesses cut ties. The irony? With the right care and support, many of those employees could have been back to their best within months thereby saving the business recruitment costs and retaining valuable knowledge and skills.

Supporting wellbeing isn’t charity; it’s smart business. People who feel looked after come back stronger, more loyal, and more committed.

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Building a High-Performing Culture

High-performing teams are not built by chance, they’re built intentionally. Leaders need to consciously design and reinforce a culture where people thrive.

Key elements include:

1. Recognition and Appreciation – A simple “thank you” or public acknowledgement goes further than many leaders realise. Recognition fuels motivation.

2. Growth Opportunities – Training, mentoring, and career progression show staff they’re valued long-term.

3. Flexibility and Balance – Where possible, give people room to balance work with life. Flexibility is often repaid with greater effort and loyalty.

4. Shared Purpose – People perform at their best when they understand how their work contributes to the bigger picture.

Culture isn’t posters on the wall or values in a handbook. It’s what people feel every day at work.

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The Ripple Effect of Attitude

One of the most overlooked truths about performance is that attitude is contagious.

A negative, cynical team member can quickly bring down the energy of those around them. Conversely, one motivated, positive individual can lift the entire group. This ripple effect is why leadership behaviour is so critical because leaders set the tone.

When leaders bring energy, resilience, and focus, their teams mirror it. When leaders demonstrate care and respect, those values flow through the team. The result? Better collaboration, more innovation, and stronger outcomes for the business.

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Final Thoughts: People First, Always

At the end of the day, businesses don’t succeed because of spreadsheets, systems, or slogans. They succeed because of people who believe in the mission and are supported to do their best work.

If you’re a business owner or leader, ask yourself:

• Am I creating an environment where my team can thrive?

• Do I support my people through tough times, or replace them when challenges arise?

• Is my leadership setting the tone for the culture I want?

When you put people first, performance follows. Not only will your business see stronger results, but you’ll also build a workplace where people are proud to belong.

At Josty, we help businesses strengthen leadership and culture to unlock the full potential of their teams. If you’d like to explore how to build a high-performing, people-first business, get in touch.

Because at the end of the day, your business is your people.

Post written by Jason Jost