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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building, and goal achieving.

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<v Speaker 1>This is the seven Minute Leadership Podcast with your host

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<v Speaker 1>Paul Fellavaledo.

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<v Speaker 2>Hello everyone, and welcome to the seven Minute Leadership Podcast.

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<v Speaker 2>It's episode four sixty two. Let's start with a simple truth.

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<v Speaker 2>Your team is not a collection of random names on

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<v Speaker 2>a schedule. They are a reflection of their leader. And

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<v Speaker 2>if that stings a little bit good, that means you're

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<v Speaker 2>taking leadership seriously. In this episode, we're going to talk

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<v Speaker 2>about what your team says about you, especially when you're

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<v Speaker 2>not in the room. Because they are talking. The question

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<v Speaker 2>is what are they saying? So first up is the

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<v Speaker 2>mirror test. Think of your team like a mirror. The

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<v Speaker 2>way they commut, unicate, handle conflict, solve problems, take initiative

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<v Speaker 2>or avoid it is often a direct reflection of your

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<v Speaker 2>leadership habits. If you lead with clarity, you'll likely hear

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<v Speaker 2>clarity echoed back. If you lead with chaos, guess what

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<v Speaker 2>you'll get if your team is disengaged, distracted, or dysfunctional.

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<v Speaker 2>It didn't just happen. That culture has roots, and often

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<v Speaker 2>those roots grow from the leader. Now here's the part

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<v Speaker 2>that separates amateurs from professionals owning it. Great leaders understand it.

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<v Speaker 2>If the team's energy is off, if morale is low,

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<v Speaker 2>or if standards are slipping. The solution doesn't start with

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<v Speaker 2>fixing the team. It starts with asking where did I

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<v Speaker 2>go wrong in setting the tone? Next is what they

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<v Speaker 2>say when you're not around. This is where things get

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<v Speaker 2>real when you're not in the room. What do they

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<v Speaker 2>say about the meetings you run, about the way you

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<v Speaker 2>handle pressure, about how you treat people. You don't have

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<v Speaker 2>to eavesdrop to know the truth. Look at their performance,

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<v Speaker 2>look at their engagement, look at how they talk to

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<v Speaker 2>each other. That's the real scoreboard. A toxic team doesn't

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<v Speaker 2>appear overnight. It forms drip by drip, moment by moment,

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<v Speaker 2>based on what the leader allows, ignores, or models. So

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<v Speaker 2>if they're gossiping, backstabbing, showing up late, or phoning it in,

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<v Speaker 2>it might be time to take a leadership audit of

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<v Speaker 2>your own behavior. Next is you train them even if

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<v Speaker 2>you didn't mean to. And here's something that no one

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<v Speaker 2>tells you early in your leadership journey. You're always training

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<v Speaker 2>your team even when you're not trying to If you

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<v Speaker 2>consistently let things slope, they learn what doesn't matter. If

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<v Speaker 2>you celebrate wins loudly and holding mistakes accountable with grace,

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<v Speaker 2>they learn that results matter, but people matter more. And

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<v Speaker 2>if you lose your temper every time something breaks, they

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<v Speaker 2>learn to hide problems. Your culture is a reflection of

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<v Speaker 2>your default behavior. You train them on purpose or by accident,

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<v Speaker 2>which brings us to the power of intentional modeling. So

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<v Speaker 2>how do you shift this? Start leading like someone is watching,

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<v Speaker 2>because they are. Your attitude at seven am sets the

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<v Speaker 2>tone for someone else's entire shift. Your reaction to bad

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<v Speaker 2>news teaches someone how to handle pressure. Your follow through

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<v Speaker 2>or lack of it, teaches them what accountability really means.

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<v Speaker 2>If you want a team that communicates better or you

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<v Speaker 2>better be modeling top tier communication. If you want a

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<v Speaker 2>team that solves problems instead of pointing fingers, start by

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<v Speaker 2>taking ownership when things go wrong. Leaders don't just set goals,

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<v Speaker 2>They set examples. And now let's talk about the reset button.

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<v Speaker 2>Because here's the good news. Culture is not concrete. You

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<v Speaker 2>can shift it. Step one is awareness. Ask yourself, what's

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<v Speaker 2>the vibe of my team when I'm not around? What

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<v Speaker 2>have I accidentally allowed what am I modeling without meaning to?

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<v Speaker 2>And then you have to take action, Realign your words

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<v Speaker 2>and your walk, reconnect with the team. Don't be a leader.

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<v Speaker 2>They only hear from when something's broken. Reinforce the non

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<v Speaker 2>negotiables like respect, reliability, and real communication. So you don't

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<v Speaker 2>need a full reorganization. You just need to show up consistently,

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<v Speaker 2>intentionally and with the humility to own the room before

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<v Speaker 2>trying to run it. You don't lead a random group

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<v Speaker 2>of people. You lead a team that reflects your standards,

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<v Speaker 2>your energy, and your leadership. They are a mirror and

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<v Speaker 2>if you don't like what you're seeing, it's not about

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<v Speaker 2>smashing the mirror, It's about adjusting the reflection. This has

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<v Speaker 2>been the seven minute Leadership podcast and I thank you

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<v Speaker 2>for listening.

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<v Speaker 1>For more Paul Fell of Alito Podcasts, visit paulfellowalito dot

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<v Speaker 1>com