WEBVTT

1
00:00:04.280 --> 00:00:07.040
<v Speaker 1>Helping leaders motivate their people to a higher level of

2
00:00:07.080 --> 00:00:11.800
<v Speaker 1>performance through strong human relations, team building, and golajiving. This

3
00:00:12.000 --> 00:00:17.640
<v Speaker 1>is the seven Minute Leadership Podcast with your host Paul Fellovledo.

4
00:00:21.719 --> 00:00:25.320
<v Speaker 2>Hello everyone, and welcome to the seven Minute Leadership Podcast.

5
00:00:25.359 --> 00:00:28.879
<v Speaker 2>It's episode seven oh six. Let me give you a

6
00:00:28.920 --> 00:00:33.280
<v Speaker 2>scene that plays out every single day in businesses, departments,

7
00:00:33.320 --> 00:00:35.719
<v Speaker 2>and organizations.

8
00:00:34.759 --> 00:00:35.759
<v Speaker 1>All over the world.

9
00:00:36.439 --> 00:00:41.520
<v Speaker 2>There is no shouting, no dramatic resignation, no slammed doors.

10
00:00:42.399 --> 00:00:46.479
<v Speaker 2>There is silence. A high performer starts to pull back.

11
00:00:46.520 --> 00:00:52.359
<v Speaker 2>They stop volunteering ideas, they stop staying late to solve problems.

12
00:00:52.640 --> 00:00:57.640
<v Speaker 2>They stop caring about outcomes they once owned. They're still there,

13
00:00:58.079 --> 00:01:01.119
<v Speaker 2>still clocking in, still doing the job. But something has

14
00:01:01.240 --> 00:01:06.079
<v Speaker 2>changed and most leaders miss it. Here's the reality when

15
00:01:06.200 --> 00:01:11.719
<v Speaker 2>great talent walks away silently. It is the loudest commentary

16
00:01:12.159 --> 00:01:16.000
<v Speaker 2>on your leadership, not your policies, not your mission statement,

17
00:01:16.120 --> 00:01:20.480
<v Speaker 2>not your leadership books, sitting on your desk, your leadership.

18
00:01:20.519 --> 00:01:24.719
<v Speaker 2>Because people do not leave loudly when they trust you.

19
00:01:24.799 --> 00:01:29.599
<v Speaker 2>They do not disengage quietly. When they feel seen respected

20
00:01:29.640 --> 00:01:33.640
<v Speaker 2>and valued, they speak up, They fight for improvement, they

21
00:01:33.760 --> 00:01:38.560
<v Speaker 2>lean in. Silence is not peace in your organization. Silence

22
00:01:39.159 --> 00:01:42.120
<v Speaker 2>is a warning. So let me break this down. The

23
00:01:42.239 --> 00:01:46.680
<v Speaker 2>first stages withdrawal. This is where your best people begin

24
00:01:46.760 --> 00:01:50.120
<v Speaker 2>to shrink their presence. They used to challenge ideas, Now

25
00:01:50.159 --> 00:01:53.760
<v Speaker 2>they nod. They used to bring solutions, now they wait

26
00:01:53.799 --> 00:01:59.480
<v Speaker 2>for instructions. Leaders often mistake this for compliance. It's not compliance.

27
00:01:59.640 --> 00:02:05.920
<v Speaker 2>It is resignation without paperwork. The second stage is detachment.

28
00:02:06.239 --> 00:02:10.120
<v Speaker 2>They stop identifying with the team. They stop saying we

29
00:02:11.080 --> 00:02:16.719
<v Speaker 2>and start saying they listen closely to language in your organization.

30
00:02:17.000 --> 00:02:22.400
<v Speaker 2>Language tells you everything. They decided that they changed the schedule.

31
00:02:22.520 --> 00:02:26.319
<v Speaker 2>They don't listen. That is not an employee talking. That

32
00:02:26.439 --> 00:02:30.960
<v Speaker 2>is someone who has already left mentally. The third stage

33
00:02:31.560 --> 00:02:34.800
<v Speaker 2>is replacement, and this is where it gets dangerous because

34
00:02:35.400 --> 00:02:39.000
<v Speaker 2>while you still see them on your roster, they are

35
00:02:39.080 --> 00:02:44.400
<v Speaker 2>already exploring their next move. They're updating resumes, taking calls,

36
00:02:44.520 --> 00:02:48.879
<v Speaker 2>building exits. You're not losing them when they leave, you

37
00:02:49.039 --> 00:02:53.919
<v Speaker 2>lost them months ago. And here's the part most leaders

38
00:02:53.960 --> 00:02:57.879
<v Speaker 2>don't want to hear. It is rarely about money. Yes,

39
00:02:58.039 --> 00:03:02.680
<v Speaker 2>compensation matters, but great talent will stay for the right

40
00:03:02.800 --> 00:03:07.840
<v Speaker 2>leader even when money is not perfect. They leave because

41
00:03:07.879 --> 00:03:15.879
<v Speaker 2>of friction unclear expectations, inconsistent accountability, favoritism, leaders who talk

42
00:03:16.000 --> 00:03:19.479
<v Speaker 2>more than they listen, leaders who correct in public and

43
00:03:19.520 --> 00:03:24.360
<v Speaker 2>ignore in private, or worse, leaders who do nothing. Doing

44
00:03:24.479 --> 00:03:28.280
<v Speaker 2>nothing is the fastest way to lose great people because

45
00:03:28.319 --> 00:03:32.479
<v Speaker 2>you're top performers do not need perfect leadership. They need

46
00:03:32.560 --> 00:03:37.199
<v Speaker 2>engaged leadership. They need to know you're paying attention. So

47
00:03:37.280 --> 00:03:40.240
<v Speaker 2>what do you do about it? First you start looking

48
00:03:40.400 --> 00:03:45.319
<v Speaker 2>for quiet signals. Stop waiting for complaints, stop waiting for

49
00:03:45.639 --> 00:03:49.919
<v Speaker 2>exit interviews. Watch behavior. Has someone who used to speak

50
00:03:50.039 --> 00:03:53.360
<v Speaker 2>up gone quiet? Has someone who used to take ownership

51
00:03:53.439 --> 00:03:59.240
<v Speaker 2>started passing the ball? That's not random? That is a message. Second,

52
00:04:00.000 --> 00:04:03.439
<v Speaker 2>if you ask better questions, not surface level questions, not

53
00:04:04.159 --> 00:04:09.159
<v Speaker 2>everything good, that question gets you nothing. Ask this instead,

54
00:04:09.960 --> 00:04:12.599
<v Speaker 2>what is getting in your way right now? What is

55
00:04:12.639 --> 00:04:15.840
<v Speaker 2>frustrating you that you have not told me yet? What

56
00:04:15.919 --> 00:04:20.759
<v Speaker 2>would make your job easier tomorrow? Then do something with

57
00:04:20.879 --> 00:04:25.399
<v Speaker 2>the answers, because asking and ignoring is worse than not

58
00:04:25.560 --> 00:04:29.959
<v Speaker 2>asking at all. And Third, you close the gap between

59
00:04:30.000 --> 00:04:33.480
<v Speaker 2>what you say and what you do. Your team is

60
00:04:33.560 --> 00:04:37.920
<v Speaker 2>watching everything. If you talk about accountability but let certain

61
00:04:37.959 --> 00:04:42.000
<v Speaker 2>people slide, they notice. If you talk about respect but

62
00:04:42.120 --> 00:04:47.160
<v Speaker 2>allow toxic behavior, they notice and once they notice enough,

63
00:04:47.920 --> 00:04:54.360
<v Speaker 2>they stop believing, and when belief disappears, effort follows. Fourth,

64
00:04:55.120 --> 00:05:00.240
<v Speaker 2>you protect your top performers from unnecessary noise. High performers

65
00:05:00.800 --> 00:05:03.600
<v Speaker 2>want to produce, They want to win. They do not

66
00:05:03.800 --> 00:05:09.519
<v Speaker 2>want to navigate drama, politics, or constant friction. If your

67
00:05:09.519 --> 00:05:12.920
<v Speaker 2>best people are spending more time dealing with problems than

68
00:05:13.000 --> 00:05:16.800
<v Speaker 2>solving them, you're burning them out, and burned out talent

69
00:05:17.519 --> 00:05:22.800
<v Speaker 2>does not complain loudly. They fade, and finally, you create

70
00:05:22.839 --> 00:05:26.319
<v Speaker 2>an environment we're speaking up is safe because if your

71
00:05:26.360 --> 00:05:29.399
<v Speaker 2>team is afraid to tell you the truth, they will

72
00:05:29.439 --> 00:05:33.399
<v Speaker 2>tell someone else, and that someone else might be their

73
00:05:33.439 --> 00:05:38.079
<v Speaker 2>next employer. You don't need perfect systems, you don't need

74
00:05:38.199 --> 00:05:42.199
<v Speaker 2>complex strategies. You need awareness, You need presence. You need

75
00:05:42.240 --> 00:05:46.480
<v Speaker 2>to pay attention to the quiet, because the quiet is

76
00:05:46.519 --> 00:05:49.639
<v Speaker 2>where the truth lives. And let me leave you with this,

77
00:05:50.199 --> 00:05:53.839
<v Speaker 2>If your best people are getting quieter, you do not

78
00:05:54.439 --> 00:05:58.199
<v Speaker 2>have a performance problem. You have a leadership signal, and

79
00:05:58.279 --> 00:06:01.399
<v Speaker 2>you have a choice ignore it and wait for the

80
00:06:01.480 --> 00:06:05.079
<v Speaker 2>resignation email, or address it now and keep the talent

81
00:06:05.160 --> 00:06:08.519
<v Speaker 2>you worked so hard to build, because when great talent

82
00:06:08.639 --> 00:06:13.439
<v Speaker 2>walks away silently, it's not just their exit it's your

83
00:06:13.600 --> 00:06:21.199
<v Speaker 2>evaluation and your team is already writing it. So if

84
00:06:21.240 --> 00:06:24.439
<v Speaker 2>this episode made you stop and think about someone on

85
00:06:24.480 --> 00:06:29.519
<v Speaker 2>your team, do not wait have the conversation. Pay attention

86
00:06:29.639 --> 00:06:33.600
<v Speaker 2>to the quiet signals. Leadership is not measured by what

87
00:06:33.720 --> 00:06:38.120
<v Speaker 2>people say to your face. It's measured by what they

88
00:06:38.199 --> 00:06:42.319
<v Speaker 2>choose not to say. And if you want more free

89
00:06:42.519 --> 00:06:46.199
<v Speaker 2>leadership resources, head over to Paulfolovalito dot com and click

90
00:06:46.240 --> 00:06:49.759
<v Speaker 2>on free Stuff. I have over twenty five free leadership

91
00:06:49.800 --> 00:06:53.399
<v Speaker 2>documents that you can download and start using today. This

92
00:06:53.519 --> 00:06:56.639
<v Speaker 2>has been the seven Minute Leadership Podcast and I thank

93
00:06:56.680 --> 00:06:57.399
<v Speaker 2>you for listening.

94
00:06:57.600 --> 00:07:01.519
<v Speaker 1>For more Paul Fellovalito podcast, is It Paul Fellowalito dot

95
00:07:01.560 --> 00:07:02.279
<v Speaker 1>com