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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 golachieving. This

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

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<v Speaker 1>fella Aledo.

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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 to seven seven. Today's episode is called

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<v Speaker 2>the Workplace People brag About? Have you ever noticed something

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<v Speaker 2>interesting when people talk about where they work? Some employees

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<v Speaker 2>avoid the question altogether, Some answer with one word, Others

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<v Speaker 2>roll their eyes. There are people who quietly admit they're

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<v Speaker 2>looking for another job before you've even finished asking. And

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<v Speaker 2>then there are the rare employees whose smile, they lean forward,

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<v Speaker 2>they tell stories, they recommend their company to friends, They

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<v Speaker 2>proudly wear the company shirt on weekends. They become recruiters

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<v Speaker 2>without ever being asked. Every leader should stop and ask

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<v Speaker 2>one question. Would my employees brag about working here? Not

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<v Speaker 2>because the paycheck is great, not because the building is beautiful,

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<v Speaker 2>not because there's free coffee in the breakroom. They brag

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<v Speaker 2>because of how they're treated. That is the difference. You

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<v Speaker 2>can't force pride, you earn it. Some leaders think employee

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<v Speaker 2>satisfaction is measured by annual surveys and engagement scores. I

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<v Speaker 2>think it's measured by conversations that happen when leadership isn't

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<v Speaker 2>in the room. When someone says you should come work

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<v Speaker 2>with us, that's culture. When someone tells their spouse, I

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<v Speaker 2>actually had a great day at work, that's culture. When

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<v Speaker 2>a former employee says, I wish I never left, that's culture.

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<v Speaker 2>People don't about policies. They brag about experiences. Think about

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<v Speaker 2>your favorite restaurant, your favorite airline, your favorite hotel. You

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<v Speaker 2>probably tell people how you were treated long before you

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<v Speaker 2>mention what you bought. The same thing happens inside of organizations.

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<v Speaker 2>Employees remember moments, the supervisor who defended them, the manager

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<v Speaker 2>who listened to the CEO who remembered their name, the

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<v Speaker 2>leader who admitted making a mistake. Those moments become stories.

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<v Speaker 2>Stories become culture. Culture becomes reputation. And here's something else

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<v Speaker 2>worth thinking about. Companies spend thousands of dollars trying to

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<v Speaker 2>improve their public image. Meanwhile they're ignoring the people who

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<v Speaker 2>could become their biggest ambassadors. Your employees are your marketing department.

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<v Speaker 2>Every conversation they have with family, friends, neighbors, or people

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<v Speaker 2>on socialcial media shapes your reputation. You can't buy that

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<v Speaker 2>kind of credibility. You have to build it. I've worked

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<v Speaker 2>in emergency services for decades. People ask me what keeps

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<v Speaker 2>employees committed to organizations where the work is difficult, stressful,

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<v Speaker 2>and emotionally exhausting. It isn't because every day is easy.

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<v Speaker 2>It's because meaningful work becomes even more meaningful when people

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<v Speaker 2>feel respected. The ambulance may be old, the station may

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<v Speaker 2>need painted, budgets may be tight. People can live with

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<v Speaker 2>those things when leadership makes them feel valued. Respect has

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<v Speaker 2>incredible carrying power. And here's another truth. Employees don't expect perfection.

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<v Speaker 2>They expect consistency. If leadership only shows appreciation during employee

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<v Speaker 2>appreciation Week, nobody believes it. If leaders disappear until something

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<v Speaker 2>goes wrong, nobody forgets it. The workplace people brag about

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<v Speaker 2>isn't perfect. It's predictable. People know what leadership stands for.

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<v Speaker 2>People know standards matter, people know they'll be treated fairly.

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<v Speaker 2>People know good work gets noticed. That consistency creates emotional safety.

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<v Speaker 2>Emotional safety creates trust, and trust creates loyalty. Loyalty creates

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<v Speaker 2>stories worth telling. And now let me challenge you. Imagine

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<v Speaker 2>someone interviewing one of your employees tomorrow, no script, no preparation,

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<v Speaker 2>one simple question. Tell me what it's like to work there.

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<v Speaker 2>Would you be excited to hear the answer or nervous?

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<v Speaker 2>That answer probably reflects hundreds of leadership decisions you've made

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<v Speaker 2>over the past year. Culture isn't built during any retreats.

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<v Speaker 2>It's built during ordinary tuesdays. It's built during difficult conversations.

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<v Speaker 2>It's built when someone makes a mistake. It's built when

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<v Speaker 2>someone has an idea, and it's built when someone needs help. Employees,

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<v Speaker 2>remember how leaders respond during ordinary moments, because ordinary moments

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<v Speaker 2>happen every day. So here's one exercise i'd encourage you

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<v Speaker 2>to try this week. Ask one employee this question, what

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<v Speaker 2>makes you proud to work here? And then stop talking,

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<v Speaker 2>just listen. If they answer immediately, you're learning what matters most.

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<v Speaker 2>If they struggle to answer, you're learning something even more important.

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<v Speaker 2>Don't become defensive, become curious. Every answer gives you another

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<v Speaker 2>opportunity to improve the workplace experience. Leadership isn't about creating

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<v Speaker 2>a company that as investors. Leadership is about creating a

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<v Speaker 2>company that impresses employees enough that they voluntarily become your

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<v Speaker 2>biggest supporters. People should walk into your workplace and feel energy.

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<v Speaker 2>People should leave your workplace with dignity. People should tell

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<v Speaker 2>others they enjoy being part of something meaningful. That's the

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<v Speaker 2>workplace people brag about, and leaders who understand that rarely

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<v Speaker 2>struggle to find great people because great workplaces become magnets

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<v Speaker 2>for great employees. So as you go through your week,

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<v Speaker 2>ask yourself one question. If someone asked your employees what

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<v Speaker 2>it's like to work for you, what story would they tell.

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<v Speaker 2>Leadership isn't measured by the speeches you give. It's measured

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<v Speaker 2>by the stories people tell when you're not around. Build

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<v Speaker 2>a workplace worth talking about. And if you want more

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<v Speaker 2>free leadership resources, over to Paulfalloalito dot com and click

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<v Speaker 2>on free Stuff. I have over twenty five free leadership

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<v Speaker 2>documents you can download and start using today. This has

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<v Speaker 2>been the seven minute Leadership podcast and I thank you

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<v Speaker 2>for listening.

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<v Speaker 1>For more Paul Fello Alito podcasts, visit Paulfellovalito dot com