Speaker 1: Helping leaders motivate their people to a higher level of
Speaker 1: performance through strong human relations, team building and goala giving.
Speaker 1: This is the seven Minute Leadership Podcast with your host
Speaker 1: Paul Fello Aledo.
Speaker 2: Hello everyone, and welcome to the seven Minute Leadership Podcast.
Speaker 2: It's episode three to oh one, and today we are
Speaker 2: talking about a subject that is simple to say but
Speaker 2: hard to do. Leaders holding other leaders accountable. Not employees,
Speaker 2: not entry level staff, not the people just learning the ropes.
Speaker 2: I'm talking about the seasoned leaders, the shift supervisors, the
Speaker 2: middle managers, the senior executives, the ones with the title,
Speaker 2: the authority, and the responsibility. One of the greatest threats
Speaker 2: to any organization isn't lazyeness or lack of knowledge. It's
Speaker 2: silence at the leadership table. And we've all seen it.
Speaker 2: A leader consistently shows up late and other cuts corners,
Speaker 2: avoids hard conversations, or creates tension on the team, but
Speaker 2: no one says anything because they've been here a long time,
Speaker 2: or they always get the job done, or worse, that's
Speaker 2: just how they are. That kind of thinking creates a
Speaker 2: culture of expectations, and that culture will crumble faster than
Speaker 2: you think. So how do we fix this. Let me
Speaker 2: give you three ways strong leaders can hold other leaders
Speaker 2: accountable without destroying trust or morale. Number one, lead with
Speaker 2: the standard, not the personality. When addressing a fellow leader,
Speaker 2: focus on the agreed upon standard. It's not about attacking
Speaker 2: who they are. It's about addressing what the role requires.
Speaker 2: For example, instead of saying you're never around when you
Speaker 2: team needs, you say, as leaders, we agreed that being
Speaker 2: present and visible during critical hours is a standard that
Speaker 2: we hold. Can we talk about how that's working on
Speaker 2: your end? You take the emotion out of it, you
Speaker 2: remove the ego. You focus on the expectation, not the person,
Speaker 2: and most of the time they'll meet you there. Number two,
Speaker 2: be willing to have the hard conversations. Leadership isn't a
Speaker 2: popularity contest. It's not your job to keep the peace
Speaker 2: by avoiding conflict. It's your job to protect the mission,
Speaker 2: the culture, and the people doing the work. If another
Speaker 2: leader's actions or inactions are hurting morale, disrupting operations, or
Speaker 2: creating resentment, then silence makes you complicit, and don't wait
Speaker 2: until it becomes a disaster. You don't need to call
Speaker 2: them out in public, pull them aside, speak with clarity,
Speaker 2: speak with respect and speak with urgency, because sometimes the
Speaker 2: most respectful thing you can do is not let another
Speaker 2: leader slide. And Number three, model accountability from the top
Speaker 2: down the fastest way to make accountability a normal part
Speaker 2: of leadership culture. Model it yourself. When you make a mistake,
Speaker 2: own it when you're late, Acknowledge it. When someone holds
Speaker 2: you accountable, thank them because when leaders see other leaders
Speaker 2: humbly owning their actions, it creates permission and expectation to
Speaker 2: do the same. You can't demand accountability and then act
Speaker 2: like the rules don't apply to you. That's how resentment
Speaker 2: grows and how trust disappears. Great organizations don't just have
Speaker 2: good employees. They have strong leaders who hold each other
Speaker 2: to a high standard. They don't look away, they don't
Speaker 2: excuse poor behavior just because it comes with a title.
Speaker 2: They speak up, they lean in, and they remember this.
Speaker 2: Accountability isn't criticism. It's a commitment to the team and
Speaker 2: the mission. If you're a leader listening to this right now,
Speaker 2: take a moment and ask yourself, is there another leader
Speaker 2: in your circle who needs to be held accountable? And
Speaker 2: are you strong enough to do it kindly, clearly, and
Speaker 2: with purpose? Because your silence will be remembered just as
Speaker 2: loudly as your courage. This has been the seven Minute
Speaker 2: Leadership podcast, and I thank you for listening.
Speaker 1: For more Paul fell of Alito Podcasts, visit paulfellowalito dot
Speaker 1: com