Sales Bits: Growing Stronger Through Peer Learning

Growth accelerates when people learn from one another. In this Sales Bit, Denny shares how mentoring, peer relationships, and shared experiences have strengthened Vermeer MidSouth's culture and continue to prepare the next generation of leaders.

From Denny Vander Molen, President of Vermeer MidSouth and Founder and CEO of Jackson Endeavors:

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How does learning change when we have a seasoned counterpart or peer to help us integrate into the Vermeer MidSouth culture?

"Coming together is a beginning. Keeping together is progress. Working together is success." — Henry Ford

Peer engagement provides a powerful opportunity for sharing stories and goals, accelerating learning, and constructively challenging the status quo.

A Proven History of Peer Learning

For years, Vermeer MidSouth has intentionally engaged with various peer groups. These relationships span Vermeer-affiliated groups, equipment distribution networks, industry associations, and even non-industry peers. Here are a few key examples of how this has shaped us:

• 15 Years of Equipment Distribution Networking: For a decade and a half, we have partnered with a group of non-competing equipment companies across the US. By comparing best practices, conducting facility visits, and analyzing Key Performance Indicators (KPIs), we have learned how to scale our businesses through shared, profitable growth.

• 25 Years with the Capstone Insurance Group: Our long-term membership involves regular risk control workshops to study potential risks and develop a proactive safety culture. These peer relationships, paired with financial incentives, have placed Vermeer MidSouth in an enviable leadership position regarding safety and continuous learning.

• Leadership Development Cohorts: Many of our middle and upper management team members participate in leadership cohorts to advance their expertise and career pathways. "Sharpening iron" with peers helps them build self-awareness while strengthening their collective influence and competence.

• Cross-Functional Training: Throughout the year, peer engagement and training are realized and rewarded across all departments—including parts, service, specialists, credit, and administration.

Bridging the Gap: Veterans and New Hires

Our company has recently welcomed an influx of talented new team members. At the same time, we are incredibly fortunate to have a deep roster of veterans with 5, 10, 15, 20, 30, or even 35 years of experience at Vermeer MidSouth. Combining this fresh energy with seasoned wisdom gives us a massive opportunity to build an elite, highly effective team.

As we kick off the second half of 2026, consider these two perspectives:

• As a newer hire: Is there an opportunity for you to lean on a peer or mentor who can lend an ear and a helping hand as you learn the company's values, culture, and mission?

• As a seasoned veteran: Is there an opportunity to reach out to someone who is not a direct report and take them under your wing for a season?

"Two are better than one, because they have a good reward for their labor. If either of them falls, the other can help them up. But pity anyone who falls and has no one to help them up. A cord of three strands is not quickly broken." — Ecclesiastes 4:9-12

Having a great mentor—or being a great mentor—will get us where we need to go faster, more effectively, and with a much greater impact. It has worked for us in the past, and it remains a vital "secret sauce" that will propel our culture and our business forward.

Have a great sales week!