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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 goala GV.

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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 Fellovaledo.

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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 two forty four. Today we're diving into one

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<v Speaker 2>of the most critical aspects of leadership at the highest level,

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<v Speaker 2>and that's building a high performance executive team. As a

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<v Speaker 2>CEO or top executive, you are only as strong as

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<v Speaker 2>the team around you. The most successful organizations don't rely

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<v Speaker 2>on one person. They thrive because of a leadership team

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<v Speaker 2>that works together, challenges each other, and drives the results.

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<v Speaker 2>But building that team doesn't happen by accident. It takes strategy, intention,

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<v Speaker 2>and the willingness to make tough decisions. So today we're

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<v Speaker 2>going to bring break down what it takes to create

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<v Speaker 2>a leadership team that operates at the highest level. A

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<v Speaker 2>well aligned executive team does more than just managed departments.

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<v Speaker 2>They drive company wide vision, execution, and culture. When the

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<v Speaker 2>executive team is weak, you see misalignment, poor communication, installed progress.

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<v Speaker 2>When its strong, decisions happen faster, challenges are solved efficiently,

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<v Speaker 2>and teams across the companies stay engaged and motivated, and

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<v Speaker 2>many CEOs make the mistake of filling their executive team

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<v Speaker 2>with the most experienced or highest performing individuals without considering

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<v Speaker 2>how they work together as a unit, and that's where

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<v Speaker 2>problems begin. You have to hire for team chemistry, not

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<v Speaker 2>just individual talent. The best executive teams are collaborative, not competitive.

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<v Speaker 2>Too often companies hire brilliant individuals who struggle to work together.

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<v Speaker 2>When building your team, focus on how potential executives fit

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<v Speaker 2>within the group dynamic, not just their resume, and then

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<v Speaker 2>you have to establish clear roles and accountability. A common

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<v Speaker 2>mistake at the executive level is role confusion, where responsibilities

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<v Speaker 2>overlap and accountability is unclear. A high functioning team has

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<v Speaker 2>well defined roles, clear decision making authority, and structured accountability.

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<v Speaker 2>Everyone should know what they own and how it connects

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<v Speaker 2>to the larger vision, and then encourage constructive conflict. Great

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<v Speaker 2>executive teams don't agree on everything. In fact, healthy conflict

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<v Speaker 2>is essential for innovation and strong decision making. The key

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<v Speaker 2>is creating an environment where challenges are encouraged, but egos

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<v Speaker 2>don't get in the way. Leaders should be able to

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<v Speaker 2>challenge each other without it turning personal. In next, prioritize

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<v Speaker 2>communication and alignment. A fragmented executive team leads to a

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<v Speaker 2>fragmented organization. Regular check ins, strategic meetings, and transparent discussion

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<v Speaker 2>keep everyone aligned. The best executive teams operate with one voice.

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<v Speaker 2>Even if debates happen behind closed doors, the team still

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<v Speaker 2>presents a unified front to the company. And of course,

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<v Speaker 2>you have to continuously develop leadership skills. Just because someone

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<v Speaker 2>is at the executive level doesn't mean their leadership development

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<v Speaker 2>should stop. The best companies invest in coaching, training, and

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<v Speaker 2>mentorship at the highest levels. A strong team is always learning, adapting,

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<v Speaker 2>and improving. Your executive team is the engine that drives

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<v Speaker 2>your company forward, and just like a well tuned engine,

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<v Speaker 2>it needs frequent attention areas like alignment, efficiency, and strong

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<v Speaker 2>communications so that it operates at peak performance. When your

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<v Speaker 2>leadership team is in sync, your entire organization benefits. Decisions

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<v Speaker 2>are made faster, execution is sharper in workplace culture improves.

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<v Speaker 2>So here's a challenge for you this week. Take a

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<v Speaker 2>step back and assess your executive team. Ask yourself about alignment.

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<v Speaker 2>Is everyone moving in the same direction or are there

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<v Speaker 2>competing priorities to create friction and then accountability. Do team

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<v Speaker 2>members hold themselves in each other responsible for results or

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<v Speaker 2>do gaps in ownership slow progress? And what about chemistry?

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<v Speaker 2>Is their mutual trust and respect or are personal dynamics

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<v Speaker 2>and silos affecting collaborations? Now, identify one specific area where

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<v Speaker 2>your leadership team can improve. Maybe it's streamlining decision making,

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<v Speaker 2>strengthening communication, or fostering a culture of accountability. Once you

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<v Speaker 2>pinpoint the challenge, take a deliberate action to address it

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<v Speaker 2>this week, whether it's having a tough conversation, clarifying expectations,

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<v Speaker 2>or implementing a new process. Strong leadership teams don't just happen.

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<v Speaker 2>They're built with intention, and if you invest in yours,

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<v Speaker 2>the entire organization will feel the impact. So a high

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<v Speaker 2>performance executive team is the backbone of any successful organization,

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<v Speaker 2>and when aligned, accountable, and collaborative, they drive vision, execution,

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<v Speaker 2>and culture at the highest level. Leadership isn't just about

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<v Speaker 2>individual talent. It's about how well a team works together

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<v Speaker 2>to make tough decisions, challenge each other, and lead with

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<v Speaker 2>a unified voice. This week, take the time to assess

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<v Speaker 2>your executive team and identify one area for improvement. The

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<v Speaker 2>strongest leadership teams aren't built by chance. They're developed with purpose.

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<v Speaker 2>This has been the seven minute Leadership Podcast, and I

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<v Speaker 2>thank you 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