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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 goalagiving. This

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<v Speaker 1>is the seven Minute Leadership Podcast with your host Paul Fellovledo.

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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 six forty six. Today we're talking about upgrading

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<v Speaker 2>your skills without a coach. Now, let me be clear,

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<v Speaker 2>I believe in coaching. I am a certified coach. I've

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<v Speaker 2>invested in coaching, I've hired coaches. Coaching works, and not

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<v Speaker 2>everyone has access to one, not everyone can afford one.

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<v Speaker 2>Not everyone is in an environment where mentorship is strong,

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<v Speaker 2>and some of you are operating at a level where

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<v Speaker 2>there's no one above you who truly understands your seat

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<v Speaker 2>you do, you become your own development engine. One of

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<v Speaker 2>the biggest myths in leadership is that growth requires permission.

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<v Speaker 2>It does not. Growth requires discipline. If you want to

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<v Speaker 2>upgrade your skills without a coach, you need structure, not motivation. Structure.

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<v Speaker 2>So here is the first shift schedule. Seven minutes a

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<v Speaker 2>day for skill sharpening, not scrolling, not reacting sharpening. That

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<v Speaker 2>is the foundation of seven minute leadership. Small consistent upgrades

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<v Speaker 2>beat occasional overhauls every time. Seven minutes reading something challenging,

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<v Speaker 2>seven minutes analyzing a decision you made yesterday, seven minutes

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<v Speaker 2>rehearsing a difficult conversation before you actually have it. Seven

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<v Speaker 2>minutes a day for a year is more than forty

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<v Speaker 2>hours of intentional development. That is a work week invested

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<v Speaker 2>in yourself. Second, audit your blind spots. Most leaders plateau

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<v Speaker 2>because they stop seeing themselves clearly. Without a coach, you

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<v Speaker 2>must become ruthless about self review. Record yourself in meetings.

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<v Speaker 2>Listen to your tone. Are you talking too much or

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<v Speaker 2>you interrupting? Are you vague? After major decisions? Ask yourself

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<v Speaker 2>what assumptions did I make? What information did I ignore?

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<v Speaker 1>Why?

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<v Speaker 2>What did I feel emotionally during that moment. High performers

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<v Speaker 2>do not avoid self evaluation, They lean into it. Third,

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<v Speaker 2>create a feedback triangle. If you do not have a

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<v Speaker 2>formal coach, build a small circle, one peer, one direct report,

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<v Speaker 2>one senior leader. Ask each of them the same question

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<v Speaker 2>once quarter. What is one thing I do that helps

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<v Speaker 2>this team? What is one thing I do that hurts

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<v Speaker 2>this team? Then do not defend, do not explain, write

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<v Speaker 2>it down. Feedback without ego is a master class. Fourth,

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<v Speaker 2>turn your job into a laboratory. Every meeting is a

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<v Speaker 2>chance to test clarity. Every presentation is a chance to

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<v Speaker 2>test influence. Every conflict is a chance to test emotional control.

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<v Speaker 2>Stop waiting for a formal training environment. The field is

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<v Speaker 2>the classroom. When you walk into a meeting, pick one

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<v Speaker 2>skill you're consciously working on brevity, listening, framing, presence. Then

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<v Speaker 2>after the meeting, grade yourself, not emotionally, tactically did I

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<v Speaker 2>execute the skill or not. This is red key thinking

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<v Speaker 2>applied to personal growth. Some moment are routine. Some moments

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<v Speaker 2>define your credibility. Recognize which is which. Fifth, study patterns,

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<v Speaker 2>not highlights. A lot of leaders consume leadership content like entertainment.

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<v Speaker 2>They look for a quote, a quick hit, a dopamine spike,

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<v Speaker 2>a screenshot. That is not development. Real development is pattern recognition.

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<v Speaker 2>Why did that project succeed? Why did that hire fail?

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<v Speaker 2>Why did morale dip? In Q. Three, When you study patterns,

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<v Speaker 2>you stop reacting to noise and start seeing systems. Sixth,

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<v Speaker 2>read outside your industry. If you only study your lane,

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<v Speaker 2>you limit your creativity. Hospitality teaches, service, tech teaches speed,

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<v Speaker 2>manufacturing teaches process, discipline. Finance teaches risk pollination sharpens perspective. Seventh,

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<v Speaker 2>teach what you learn. There is no faster way to

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<v Speaker 2>expose gaps in your knowledge than trying to explain something

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<v Speaker 2>to someone else. Host a short internal training, share one

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<v Speaker 2>insight at your next team meeting. Write a short reflection

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<v Speaker 2>and send it to your leadership group. Teaching forces clarity. Eighth,

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<v Speaker 2>build personal performance metrics Without a coach, You need a scoreboard.

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<v Speaker 2>What are you tracking? Response time, meeting length, employee turnover,

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<v Speaker 2>project completion rates, follow through on commitments. Leadership is not vibes,

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<v Speaker 2>It is results. If you say you're improving, show it

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<v Speaker 2>in the numbers or show it in behavior. Change. In ninth,

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<v Speaker 2>eliminate passive time you drive, you walk, you wait in line.

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<v Speaker 2>Those are classrooms. Listen to something challenging, Reflect on a

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<v Speaker 2>leadership mistake, rehearse in upcoming conversation. You don't need more

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<v Speaker 2>hours in the day, You need tighter use of the

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<v Speaker 2>ones you already have. In tenth, protect your credibility. Skill

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<v Speaker 2>upgrades are meaningless if your integrity slips. Accountability, honesty, inconsistency

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<v Speaker 2>are not advanced tactics. They are foundational. When you mess up,

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<v Speaker 2>own it quickly when you commit to something, deliver when

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<v Speaker 2>you give feedback. Be clear. No coach can fix a

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<v Speaker 2>credibility problem that you refuse to address. And here's what

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<v Speaker 2>I've learned over nearly three decades on the front lines.

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<v Speaker 2>The leaders who grow the fastest are not the ones

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<v Speaker 2>with the most resources. They are the ones with the

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<v Speaker 2>most intentionality. They do not wait to be developed, They

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<v Speaker 2>develop themselves. They do not complain about the absence of mentorship.

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<v Speaker 2>They build micro mentorship moments into their week. They don't

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<v Speaker 2>chase hype, they chase discipline. You want to upgrade your

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<v Speaker 2>skills without a coach, great, That means you're taking ownership

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<v Speaker 2>in ownership is the beginning of advanced leadership. So if

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<v Speaker 2>you're serious about leveling up, start today. Block seven minutes,

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<v Speaker 2>pick one skill and track it for thirty days, reflect, adjust,

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<v Speaker 2>and repeat. You do not need permission to grow. You

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<v Speaker 2>need consistency. The chair you sit in demands it, your

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<v Speaker 2>team deserves it. In your future, yourself is counting on it.

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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 Paulfelloalito dot com.