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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 Fallavalito.

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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 eighty two. Today we're going to talk

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<v Speaker 2>about something that separates average leaders from elite ones, and

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<v Speaker 2>it has nothing to do with strategy, titles, or experience.

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<v Speaker 2>It comes down to human performance behavior and I've seen

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<v Speaker 2>this play out on scenes in boardrooms and aircraft cockpits

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<v Speaker 2>and in team meetings. The leaders who understand how people

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<v Speaker 2>actually perform under pressure, under stress, and under normal daily conditions,

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<v Speaker 2>those are the leaders who win consistently, not sometimes consistently.

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<v Speaker 2>So today I'm giving you five behavior tips that you

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<v Speaker 2>need to understand if you want to lead at a

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<v Speaker 2>high level. Tip Number one, people do not rise to expectations.

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<v Speaker 2>They fall to systems. You can give the best speech

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<v Speaker 2>of your career. You can tell your team exactly what

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<v Speaker 2>you expect. It will not matter if your systems don't

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<v Speaker 2>support it. People default to what is easy, repeatable, and reinforced.

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<v Speaker 2>If your system allows shortcuts, people will take them. If

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<v Speaker 2>your system rewards consistency, people will build consistency. As a leader,

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<v Speaker 2>your job is not to say at once in hope

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<v Speaker 2>it sticks. Your job is to build systems that make

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<v Speaker 2>the right behavior the default, behavior checklists, routines, accountability loops.

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<v Speaker 2>That's where performance lives, not in motivation speeches. Tip number two.

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<v Speaker 2>Behavior follows clarity, not intention. Most leaders think their people

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<v Speaker 2>are not trying hard enough, and that is usually wrong.

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<v Speaker 2>Most people are trying, they are just confused. Confusion kills

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<v Speaker 2>performance faster than laziness ever will. If someone on your

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<v Speaker 2>team is under performing, ask yourself this question. Have I

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<v Speaker 2>made this crystal clear? What does success look like? What

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<v Speaker 2>does failure look like? What happens if they get it right?

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<v Speaker 2>What happens if they don't. Clarity removes guesswork, And when

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<v Speaker 2>you remove guesswork, you remove hesitation. And hesitation is where

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<v Speaker 2>performance breaks down. Tip number three. Stress exposes the truth,

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<v Speaker 2>not the exception. You don't see real performance on a

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<v Speaker 2>calm day. You see it when everything goes sideways, when

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<v Speaker 2>the tones drop, when the phone rings, when the meeting

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<v Speaker 2>goes off the rails. That's when behavior shows up in

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<v Speaker 2>its raw form. Stress does not create new habits. It

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<v Speaker 2>reveals the habits that were already there. So if your

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<v Speaker 2>team falls apart under pressure, it's not because of the pressure,

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<v Speaker 2>it's because of what you allowed to become normal during

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<v Speaker 2>the calm train, the way you want people to perform

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<v Speaker 2>when it matters, because when the moment hits, nobody is

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<v Speaker 2>thinking about your policy manual. They are running on habit.

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<v Speaker 2>Tip number four. People repeat what gets recognized. This is

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<v Speaker 2>one of the most misunderstood parts of leadership. Leaders think

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<v Speaker 2>recognition is about being nice. Recognition is a performance tool.

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<v Speaker 2>Whatever you call out, whatever you acknowledge, whatever you give

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<v Speaker 2>attention to, you are telling your team do more of this.

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<v Speaker 2>If you ignore great work, it fades. If you highlight

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<v Speaker 2>poor behavior by constantly talking about it, it spreads. You

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<v Speaker 2>are shaping behavior every single day with what you choose

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<v Speaker 2>to recognize. So be intentional. Catch people doing it right,

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<v Speaker 2>call it out, make it visible. That's how you build momentum.

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<v Speaker 2>Tip number five. Energy is contagious and it starts with you.

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<v Speaker 2>You walk into a room, and whether you realize it

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<v Speaker 2>or not, you set the tone. If you're distracted, your

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<v Speaker 2>team feels it. If your negative, your team mirrors it.

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<v Speaker 2>If you're sharp, focused and present, your team elevates leadership.

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<v Speaker 2>Energy is not a soft concept, it's operational. I've walked

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<v Speaker 2>into scenes where one calm leader changed everything. I've also

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<v Speaker 2>seen one chaotic leader make a bad situation worse. You

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<v Speaker 2>don't get to separate your mood from your leadership. They

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<v Speaker 2>are the same thing. So check yourself before you check

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<v Speaker 2>your team. Now, let me bring this all together for you.

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<v Speaker 2>Human performance is not random. It is predictable. It follows systems, clarity, repetition, recognition,

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<v Speaker 2>and energy. If you understand those five things, you stop

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<v Speaker 2>guessing as a leader. You start shaping behavior on purpose.

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<v Speaker 2>And here is where this really matters. We are moving

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<v Speaker 2>into a world where distractions are higher, expectations are higher,

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<v Speaker 2>and the margin for error is getting smaller. Leaders who

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<v Speaker 2>understand human performance will have an edge that others don't

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<v Speaker 2>because while everyone else is chasing the next leadership trend

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<v Speaker 2>or reading the next book filled with corporate buzzwords, you

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<v Speaker 2>are focused on what actually drive results, real behavior, real performance,

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<v Speaker 2>real leadership. And that is what separates a leader who

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<v Speaker 2>talks about leadership from one who actually leads. So here

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<v Speaker 2>is your challenge. Pick one of these five tips and

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<v Speaker 2>apply it today, not tomorrow, not next week. Do it today.

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<v Speaker 2>Look at your systems, look at your clarity, look at

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<v Speaker 2>what you recognize, and look at your own energy. Seven

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<v Speaker 2>minutes is all it takes to start making a shift,

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<v Speaker 2>seven minutes to become more aware, seven minutes to become

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<v Speaker 2>more intentional, and over time, those seven minutes will build

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<v Speaker 2>a leader your team can count on when it matters most.

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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