142: Mike Kochenderfer – Leading with Authenticity

Guest: Mike Kochenderfer

Guest Bio:

Michael Kochenderfer is a seasoned sales leader with a proven track record of driving growth and building high-performing teams. As Regional Sales Manager at RECO Equipment, Inc., he is recognized not only for increasing revenue but also for his mentorship and coaching skills. Michael is dedicated to fostering professional development within his team, creating a positive and supportive work environment. His leadership has been instrumental in managing complex projects, including overseeing the most intricate commercial installations in DIRECTV's history. Michael's commitment to excellence and his ability to build strong relationships make him a respected figure in sales management.

Key Points:

Backstory & Entry into Sales

Michael didn't originally see himself in sales due to negative stereotypes. Started as a part-time employee and unknowingly excelled in sales by simply helping people. Realized that sales is just helping people achieve what they want. Created a personal sales model based on fishing: F + L + P = Success

o Fish = Prospect

o Location = Where you find them

o Presentation = How you engage them

Career Growth

Held various sales and sales management roles, growing from retail to B2B and outside sales. Learned cold calling, refined targeting, became top salesperson, and began training others. Gained confidence through servant leadership and authenticity from mentor Evan.

Leadership Style

Key philosophy: He supports, removes roadblocks, and leads by doing. Authenticity: This means being the best version of yourself and not pretending to be someone you're not. Team integration: Prioritizes relationships and alignment rather than authority.

Hiring Philosophy

Core values come first. Look for loyalty, professionalism, and hard work. Uses tools like LinkedIn, Indeed, and ZipRecruiter. Prefers candidates with equipment-adjacent experience and a stable job history. Wants long-term team members who see the company as a place to retire from.

Managing Existing Teams

Challenges of managing people already in place when you're new. Focuses on building trust through authenticity and helpfulness rather than authority. Believes in empowering the team, not controlling it.

Performance Management

Performance Improvement Plans (PIPs): Custom, supportive, and hands-on. Rooted in detailed effort and results analysis. Requires a heavy coaching commitment from him. Goal: fix performance issues collaboratively before considering termination. Terminations: The most difficult part of leadership, handled with empathy and responsibility.

Training & Onboarding

Critical to success: structured, immersive, and cross-functional. Includes vendor trainings, internal team shadowing, and real-time coaching. Believes great onboarding sets the foundation for long-term success.

Guest Links:

Connect on LinkedIn

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