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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 Goala giving.

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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 Fellavaledo.

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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 ninety five. Today we're talking about something

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<v Speaker 2>every leader says they want, but very few actually build.

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<v Speaker 2>A team that lasts. Not a team that survives a

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<v Speaker 2>busy season, not a team that looks good on paper,

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<v Speaker 2>not a team that shows up when things are easy.

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<v Speaker 2>I'm talking about a team that stays, performs, adapts, and

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<v Speaker 2>grows over years, not months. And let me tell you

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<v Speaker 2>where most leaders get this wrong. They think team longevity

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<v Speaker 2>is about hiring the right people, and it's not hiring matters.

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<v Speaker 2>But hiring is the entry point. Retention is the real

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<v Speaker 2>leadership test, and retention has nothing to do with pizza parties,

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<v Speaker 2>casual fridays, or whatever corporate buzzwords are floating around this week.

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<v Speaker 2>A team that lasts is built on something much deeper.

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<v Speaker 2>It's built on consistency. And here's what I mean. Your

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<v Speaker 2>team is watching you every day, not during your big speeches,

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<v Speaker 2>not during your annual meetings, but in the small moments,

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<v Speaker 2>how you respond when things go wrong, how you treat

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<v Speaker 2>the lowest performer, how you react when someone challenges you.

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<v Speaker 2>That is where your team decides whether they are staying

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<v Speaker 2>or leaving, because people don't stay for systems. They stay

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<v Speaker 2>for stability, and stability comes from predictable leadership behavior. If

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<v Speaker 2>your team doesn't know which version of you is showing

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<v Speaker 2>up today, they are already half way out the door.

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<v Speaker 2>And now let's go one layer deeper. If you want

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<v Speaker 2>to build a team that lasts, you need to stop

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<v Speaker 2>building around talent and start building around standards. Talent can

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<v Speaker 2>impress you, standards will protect you. I've seen incredibly talented

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<v Speaker 2>teams fall apart because the standards were loose, inconsistent, or

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<v Speaker 2>selectively enforced. And I've seen average teams outperform everyone because

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<v Speaker 2>the expectations were clear and non negotiable. Your team doesn't

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<v Speaker 2>need you to be perfect. They need you to be

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<v Speaker 2>consistent with what you allow and what you shut down.

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<v Speaker 2>Because every time you ignore something, you're teaching your team

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<v Speaker 2>that it's acceptable, and over time, that becomes your culture.

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<v Speaker 2>Now here's something most leaders don't think about. People don't

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<v Speaker 2>leave bad days, They leave patterns. One bad shift, one

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<v Speaker 2>tough conversation, one rough week. That's not what drives people out.

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<v Speaker 2>It's when they start seeing the same issue repeat over

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<v Speaker 2>and over with no correction. That's when trust starts to break.

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<v Speaker 2>That's when people start looking elsewhere. So if you want

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<v Speaker 2>your team to last, your job is not to eliminate problems.

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<v Speaker 2>Your job is to eliminate repeated problems, fix things once,

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<v Speaker 2>and fix them right. That's leadership. Now let's talk about

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<v Speaker 2>something that will hit a little harder. You cannot build

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<v Speaker 2>a lasting team if you are the center of everything,

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<v Speaker 2>if every decision runs through you, if every solution depends

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<v Speaker 2>on you, If your team freezes when you're not there,

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<v Speaker 2>you don't have a team. You have dependency, and dependency

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<v Speaker 2>does not last. A real team is built when people

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<v Speaker 2>can operate without you, not because they don't need you,

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<v Speaker 2>but because you train them well enough to think, decide

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<v Speaker 2>and act. That's uncomfortable for a lot of leaders because

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<v Speaker 2>it feels like losing control, and it's not. It's building strength. Again,

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<v Speaker 2>think about aviation for a second. If a pilot has

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<v Speaker 2>to manually correct every small issue mid flight, something is wrong.

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<v Speaker 2>The systems, the training and the preparation should carry most

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<v Speaker 2>of the load. Leadership is no different. If you're constantly firefighting,

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<v Speaker 2>your team is not built to last. You're holding it

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<v Speaker 2>together and eventually that breaks. And now here's another piece

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<v Speaker 2>most people miss. If you want your team to last,

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<v Speaker 2>they need to see a future with you, not a title,

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<v Speaker 2>not a promise, a path. People don't stay where they

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<v Speaker 2>feel stuck. They stay where they feel movement. And movement

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<v Speaker 2>doesn't mean promotions for everyone. It means growth, It means

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<v Speaker 2>guild development, It means responsibility, It means trust. If your

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<v Speaker 2>people feel like they are the same today as they

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<v Speaker 2>were a year ago, they are already checking out mentally.

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<v Speaker 2>Your job is to make sure they are not standing still.

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<v Speaker 2>And now let me give you something practical. If you

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<v Speaker 2>want to build a team that lasts, start doing this immediately.

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<v Speaker 2>Number one. Audit your consistency. Ask yourself, does my team

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<v Speaker 2>know exactly what I expect every single day? If the

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<v Speaker 2>answer is no, fix that. Number two. Identify one repeated

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<v Speaker 2>problem in your organization and eliminate it this week, not

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<v Speaker 2>next month. This week. Show your team that patterns get broken.

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<v Speaker 2>Number three, develop one person intentionally Pick someone on your

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<v Speaker 2>team and invest in them on purpose, not randomly, not occasionally,

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<v Speaker 2>but on purpose, because teams last when leaders build other leaders,

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<v Speaker 2>not followers. And finally, check your ego at the door,

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<v Speaker 2>because this is the part nobody likes to hear. If

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<v Speaker 2>your team isn't lasting, the problem is not the generation,

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<v Speaker 2>the job market, or the workload. It's leadership. And that's

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<v Speaker 2>not an attack. That's control. Because you can fix leadership,

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<v Speaker 2>you can't control everything else. So here's the takeaway from

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<v Speaker 2>this episode. A team that lasts is not built on luck, talent,

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<v Speaker 2>or perks. It's built on consistency, standards, trust, and growth.

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<v Speaker 2>Show up the same way every day, set clear expectations

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<v Speaker 2>and hold them. Fix problems once, not repeatedly. Build people

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<v Speaker 2>who can operate without you, and give your team a

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<v Speaker 2>reason to see a future where they are. Do that

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<v Speaker 2>and you won't have to chase retention. Your team will

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<v Speaker 2>choose to stay. This has been the seven minute Leadership

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<v Speaker 2>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