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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 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 seven oh one, and today I want to

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<v Speaker 2>challenge something that most leaders have never questioned. What if

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<v Speaker 2>leadership is not about leading people at all? What if

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<v Speaker 2>leadership is actually about managing momentum. Think about that for

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<v Speaker 2>a second. Every organization, every team, every department is already moving.

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<v Speaker 2>It has a direction, a speed, a rhythm, It has habits, patterns,

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<v Speaker 2>and it has energy. Even when it feels stuck, it

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<v Speaker 2>is still moving. It's just moving in the wrong direction

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<v Speaker 2>or at the wrong pace. Most leaders walk into that

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<v Speaker 2>environment and try to control people, and I think that's

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<v Speaker 2>where they lose. The radical view is this, You are

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<v Speaker 2>not in charge of people. You are in charge of momentum,

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<v Speaker 2>because people follow momentum, not titles. And let me explain further.

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<v Speaker 2>You've probably seen this before. A new leader walks into

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<v Speaker 2>a team and starts making announcements, setting expectations, maybe even

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<v Speaker 2>tightening the rules, and nothing really changes. The same behaviors continue,

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<v Speaker 2>the same problems show up and the same attitudes stay

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<v Speaker 2>in place. Why because the leader tried to control people

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<v Speaker 2>instead of redirecting momentum and momentum is built from repeated behaviors,

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<v Speaker 2>shared beliefs in what gets reward or ignored over time.

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<v Speaker 2>It is invisible, but it is powerful. It is the

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<v Speaker 2>current underneath everything you see. And here's the thing. You

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<v Speaker 2>cannot stop momentum overnight, but you can redirect it. That

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<v Speaker 2>is leadership. If your team is used to cutting corners,

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<v Speaker 2>that is momentum. If your team avoids accountability, that is momentum.

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<v Speaker 2>If your team shows up early, prepared and focused, that

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<v Speaker 2>is also momentum. The leader's job is not to fight individuals.

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<v Speaker 2>The leader's job is to change the current. So how

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<v Speaker 2>do you do that. You do it by controlling the

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<v Speaker 2>inputs that create momentum. Let me give you a few

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<v Speaker 2>that matter more than anything else. First, what gets attention.

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<v Speaker 2>Whatever you consistently pay attention to becomes the direction of

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<v Speaker 2>your team. If you ignore sloppy work, you are building

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<v Speaker 2>momentum toward mediocrity. If you highlight precision effort in discipline,

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<v Speaker 2>you start shifting that current. Second, what gets repeated Momentum

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<v Speaker 2>is built through repetition. One speech will not fix a culture.

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<v Speaker 2>One meeting will not fix a problem. What you repeat

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<v Speaker 2>daily becomes the standard. This is where your seven minutes

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<v Speaker 2>matter more than anything. Small, consistent leadership moments compound into

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<v Speaker 2>massive directional change. In third, what gets protected. Every team

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<v Speaker 2>has a few people or behaviors that are quietly protected.

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<v Speaker 2>Maybe it's a high performer with a bad attitude. Maybe

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<v Speaker 2>it's a long term employee who avoids accountability. When you

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<v Speaker 2>protect those things, you lock in the wrong momentum. Fourth,

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<v Speaker 2>what gets rewarded. Not what you say matters. What you

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<v Speaker 2>reward matters. If you reward speed over quality, you get

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<v Speaker 2>rushed work. If you reward loyalty over performance, you get complacency.

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<v Speaker 2>If you reward ownership, you get leaders inside your team.

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<v Speaker 2>Now Here is where this gets even more interesting. Momentum

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<v Speaker 2>does not care about your intent. It only responds to

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<v Speaker 2>your actions. You can say all the right things, but

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<v Speaker 2>if your actions do not align, the momentum wins every time.

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<v Speaker 2>That is why some leaders feel like they're losing control.

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<v Speaker 2>They're not losing control of people, they are losing control

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<v Speaker 2>of momentum. And once momentum is moving, in the wrong

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<v Speaker 2>direction long enough, it becomes culture. At that point it

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<v Speaker 2>feels almost impossible to change. But it's not impossible, it's

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<v Speaker 2>just slower. You have to become more intentional than you

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<v Speaker 2>ever have been. You have to be consistent when it's boring.

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<v Speaker 2>You have to hold the line when it's uncomfortable. You

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<v Speaker 2>have to make decisions that signal a new direction, even

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<v Speaker 2>when they're not popular. This is where red key leadership

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<v Speaker 2>shows up, because redirecting momentum requires decisive action at the

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<v Speaker 2>right moments. Those moments define whether the current changes or

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<v Speaker 2>stays the same. And let me give you a real

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<v Speaker 2>world example. You have an employee who constantly shows up late.

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<v Speaker 2>Everyone knows it, no one says anything. That behavior becomes

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<v Speaker 2>part of the team's momentum. Now every other employee sees

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<v Speaker 2>it and thinks this is acceptable. You can give a

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<v Speaker 2>speech about punctuality, or you can take one clear, decisive

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<v Speaker 2>action that signals a shift. One action changes the current

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<v Speaker 2>more than one hundred words. That is momentum leadership. And

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<v Speaker 2>I'll take it a step further. If you understand momentum,

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<v Speaker 2>you can actually predict your future. Look at your team today,

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<v Speaker 2>what behaviors are repeated, what standards are tolerated, what gets attention.

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<v Speaker 2>That is your trajectory, not your strategy, not your mission statement,

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<v Speaker 2>your momentum. And here is the radical part that most

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<v Speaker 2>leaders are not ready to hear. Your team's momentum is

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<v Speaker 2>a direct reflection of your leadership, not your intentions, your leadership.

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<v Speaker 2>If things are drifting, it's because you allowed drift. If

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<v Speaker 2>standards are slipping, it's because you allowed slippage. That's not

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<v Speaker 2>an attack, that's ownership. Because the moment you accept that,

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<v Speaker 2>you gain control again. You stop blaming people, You start

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<v Speaker 2>managing momentum. And when you do that, everything changes. You

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<v Speaker 2>become more focused, you become more consistent, You become more

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<v Speaker 2>aware of the small decisions that shape the bigger picture,

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<v Speaker 2>and over time, your team starts to feel different, not

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<v Speaker 2>because you changed people, but because you change the current

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<v Speaker 2>they operate in. That is leadership, not control, not authority direction.

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<v Speaker 2>So here is your challenge for the next seven days.

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<v Speaker 2>Stop trying to manage people. Start observing momentum. What is

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<v Speaker 2>moving in the wrong direction, what is accelerating in the

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<v Speaker 2>right direction. Then make one intentional move each day to

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<v Speaker 2>shift the current. One conversation, one decision, one standard correction.

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<v Speaker 2>That's all it takes to start a new direction. Because

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<v Speaker 2>leadership is not about force, it's about flow, and once

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<v Speaker 2>you learn how to control the flow, everything else follows.

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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 com.