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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 Felloledo.

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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 three twenty seven. Replace your ORG chart with

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<v Speaker 2>a heat map of influence? Could you imagine that? So today?

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<v Speaker 2>I want you to just imagine this in your mind

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<v Speaker 2>for a minute. What if we threw out your company's

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<v Speaker 2>ORG chart, not literally, but mentally, and replaced it with

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<v Speaker 2>a heat map of influence. Think about it. The org

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<v Speaker 2>chart is clean, hierarchical, and it's in order. It tells

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<v Speaker 2>you who reports to who, who signs off on time sheets,

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<v Speaker 2>who sits, where they are in the food chain. It's

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<v Speaker 2>about position. But what it doesn't show and never will show,

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<v Speaker 2>is influence and trust. You know, the human undercurrent that

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<v Speaker 2>actually moves your organization forward or backward. Because here's the truth.

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<v Speaker 2>Leadership isn't always tied to titles. Influence isn't printed on

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<v Speaker 2>business cards, and respect isn't built through job descriptions. Your

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<v Speaker 2>real power map, the one you should be paying attention to,

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<v Speaker 2>lives in relationships, in formal authority, emotional intelligence, and trust networks.

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<v Speaker 2>That's why I believe every leader should think in terms

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<v Speaker 2>of influence, not just hierarchy. And it starts by mentally

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<v Speaker 2>replacing your org chart with a heat map. So what

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<v Speaker 2>is a heat map of influence? Picture this your team

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<v Speaker 2>or depart visualized on a grid, where each person's level

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<v Speaker 2>of influence burns hotter or cooler depending on their informal power.

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<v Speaker 2>The higher the trust, the stronger their voice and meetings,

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<v Speaker 2>the more people turn to them when something goes sideways,

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<v Speaker 2>the hotter they glow on this imaginary heat map. Now

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<v Speaker 2>compare that with your traditional org chart. Just because someone

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<v Speaker 2>is three levels up doesn't mean they have more influence

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<v Speaker 2>than the senior employee everyone confides in. Just because someone

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<v Speaker 2>is a supervisor doesn't mean they're one of the people

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<v Speaker 2>are looking to when the building's on fire, literally or figuratively.

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<v Speaker 2>This heat map forces you to ask different questions. Who

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<v Speaker 2>do people really listen to, who changes the temperature in

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<v Speaker 2>the room when they speak, and who do people turn

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<v Speaker 2>to for support, advice, or clarity not because they have to,

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<v Speaker 2>but because they want to. And here's what you might discover.

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<v Speaker 2>That quiet emt who's been around for six years. They

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<v Speaker 2>might carry more influence in your base than your new

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<v Speaker 2>shift commander or the admin assistant who seems to know

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<v Speaker 2>what's happening before it happens. They might be the emotional

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<v Speaker 2>anchor of your entire team, and that middle manager who

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<v Speaker 2>constantly says, that's not my job. They might have the title,

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<v Speaker 2>but they're ice cold. On the heat map, you begin

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<v Speaker 2>to understand the invisible currents that drive your culture, and

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<v Speaker 2>this is where your leadership focus should shift towards the

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<v Speaker 2>hotspots of trust, morale, and momentum. So how do you

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<v Speaker 2>build your own heat map of influence. You don't need software,

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<v Speaker 2>you don't need a budget line item. You just need

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<v Speaker 2>to start observing differently. Start by asking three questions. Who

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<v Speaker 2>do people go to when they're unsure, not for policy,

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<v Speaker 2>but for clarity. That person likely has high emotional intelligence

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<v Speaker 2>and carries weight in the organization. And ask whose opinion

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<v Speaker 2>moves the needle. There are voices in every organization that

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<v Speaker 2>tilt the room. They may not hold a title, but

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<v Speaker 2>when they talk, others listen, find them. And who do

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<v Speaker 2>people follow in a crisis. In moments of stress, people

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<v Speaker 2>reveal who they trust. That's your heat check. So what

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<v Speaker 2>do you do with that info? It's simple. You build

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<v Speaker 2>around your heat sources, You empower them, you include them

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<v Speaker 2>in key conversations, and you give them access because influence

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<v Speaker 2>without access is a wasted opportunity. And here's the thing.

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<v Speaker 2>Sometimes those influencers are undervalued. Maybe they're not in the

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<v Speaker 2>formal leadership pipeline. Maybe they're not even aware of the

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<v Speaker 2>power they hold. Your job is to recognize it and

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<v Speaker 2>help them use it intentionally, because when you harness informal

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<v Speaker 2>influence and align it with formal leadership, you create something

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<v Speaker 2>powerful called momentum. And here's a story from my own world.

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<v Speaker 2>At one point in our EMS organization, we had a

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<v Speaker 2>medic who didn't want a title, didn't want to raise,

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<v Speaker 2>didn't want meetings, but he was the person everyone trusted.

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<v Speaker 2>People followed his lead without hesitation, especially in chaotic moments.

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<v Speaker 2>So instead of trying to push him into a leadership

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<v Speaker 2>role he didn't want, I asked for his input constantly.

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<v Speaker 2>I gave him behind the scenes access and I listened

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<v Speaker 2>because he was a human barometer for the industry. He

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<v Speaker 2>made our team better without ever sitting in a boardroom.

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<v Speaker 2>That's heat map in action. So the org chart tells

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<v Speaker 2>you what's official. The heat map tells you what's real.

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<v Speaker 2>One show's authority, the other reveals influence and its influence

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<v Speaker 2>that wins battles, earns trust, and holds teams together in

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<v Speaker 2>the storm. So here's your challenge forget the org chart

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<v Speaker 2>for a minute and mentally sketch your team's heat map.

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<v Speaker 2>Who's hot, who's dim, who's carrying invisible weight in how

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<v Speaker 2>can you make their influence work for the team. The

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<v Speaker 2>best leaders don't just manage titles. They manage trust and

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<v Speaker 2>that means knowing where the heat is. This has been

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<v Speaker 2>the seven minute Leadership Podcast, and I 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