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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 Fellovledo. Hello everyone, and welcome to the Seven Minute

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<v Speaker 1>Leadership Podcast. It's episode four forty five and today we're

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<v Speaker 1>going to explore a topic that might not be talked

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<v Speaker 1>about enough. The science behind leadership. Leadership isn't just art,

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<v Speaker 1>instinct or charisma. It's also rooted in psychology, neuroscience, and

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<v Speaker 1>behavioral science. And the leaders who understand this gain and

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<v Speaker 1>edge because they can make decisions not just on gut feelings,

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<v Speaker 1>but on proven, tested, inmeasurable principles. And there's a misconception

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<v Speaker 1>about leadership too. Many leaders treat leadership like its magic,

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<v Speaker 1>a mysterious skill that either you have or you don't.

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<v Speaker 1>But the truth is leadership follows patterns. People respond to

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<v Speaker 1>certain behaviors, certain communication styles, in certain decision making approaches

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<v Speaker 1>because their brains are wired to When you understand why

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<v Speaker 1>people follow, why they resist, and why they change, you

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<v Speaker 1>stop guessing and start leading with purpose. This is the

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<v Speaker 1>science of leadership, using evidence based principles to guide how

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<v Speaker 1>you influence inspire and manage people. Next, we have to

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<v Speaker 1>talk about the psychology of influence. Psychology tells us people

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<v Speaker 1>are influenced through trust, consistency, and perceived competence. That's not

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<v Speaker 1>motivational fluff, that's peer reviewed research. Trust. If people believe

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<v Speaker 1>you have integrity and you're transparent, they will give you

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<v Speaker 1>room to life leaed them. Consistency. Our brains are wired

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<v Speaker 1>to prefer predictability. Leaders who say one thing and do

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<v Speaker 1>another cost stress in their teams. And last is perceived competence,

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<v Speaker 1>even if you're not the smartest in the room. Showing

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<v Speaker 1>that you know your role and can solve problems builds authority.

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<v Speaker 1>Understanding these three pillars makes your leadership more predictable in

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<v Speaker 1>a good way. People will know exactly how you operate

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<v Speaker 1>and that stability is gold. Next is neuroscience and decision making.

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<v Speaker 1>The brain is and how do I want to say? This?

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<v Speaker 1>Constantly processing whether something is a threat or a reward.

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<v Speaker 1>This is called the SCARF model from neuroscience, and it

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<v Speaker 1>stands for status, certainty, autonomy, relatedness, and fairness. When leaders

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<v Speaker 1>unintentionally threaten any of those areas, like removing autonomy or

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<v Speaker 1>creating uncertainty, they trigger a stress response in their teams,

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<v Speaker 1>performance drops, creativity drops, and engagement drops on the flip side,

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<v Speaker 1>When you protect and promote these five areas, you're creating

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<v Speaker 1>a high performance environment where people feel safe to think big,

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<v Speaker 1>share ideas, and solve problems. And then there's behavioral science

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<v Speaker 1>and motivation. Behavioral science tells us people are more likely

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<v Speaker 1>to engage in behaviors when they can see progress, they

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<v Speaker 1>know the purpose behind their work, and they feel recognized

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<v Speaker 1>and valued. That's why the best leaders set clear, achievable goals,

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<v Speaker 1>connect those goals to the bigger mission, and take time

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<v Speaker 1>to acknowledge wins. The reward pathway in the brain thrives

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<v Speaker 1>on dopamine and dopamine spikes when people feel they're moving

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<v Speaker 1>forward in that it matters. So why does all of

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<v Speaker 1>this matter? If you ignore the science, you're playing leadership

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<v Speaker 1>on hard mode. You'll make avoidable mistakes, you'll lose people

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<v Speaker 1>you could have kept, and you'll wonder why your team

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<v Speaker 1>isn't clicking when, in reality, the answer is buried in

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<v Speaker 1>human psychology, neuroscience, and behavior. And when you do understand

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<v Speaker 1>the science, you can anticipate resistance before it happens. Shape communication,

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<v Speaker 1>so it's received, not just sent. Build trust and loyalty faster,

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<v Speaker 1>and make better, faster decisions under pressure. Science doesn't make

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<v Speaker 1>leadership robotic, it makes it reliable. So I know that

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<v Speaker 1>one was pretty deep. But here's my challenge to you.

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<v Speaker 1>Spend seven intentional minutes today learning one new piece of

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<v Speaker 1>science about leadership. Read an article on decision fatigue, watch

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<v Speaker 1>a video on the psychology of trust, look up the

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<v Speaker 1>scarf model, and write down one way you can apply

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<v Speaker 1>it this week. The point is the more you understand

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<v Speaker 1>how people actually work, the more effective you'll be as

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<v Speaker 1>a leader. Because leadership isn't magic. It's a blend of art, art,

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<v Speaker 1>and science. And the leaders who understand all three aren't

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<v Speaker 1>just good leaders, they're game changers. This has been the

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<v Speaker 1>seven Minute Leadership Podcast, and I thank you for listening.

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