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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 goalajieving. 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>Fello 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 oh seven. I want you to think

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<v Speaker 2>about something for a second. Five years from now, most

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<v Speaker 2>of the people you see every single day will not

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<v Speaker 2>be in your life. Your co workers, your employees, your neighbors,

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<v Speaker 2>even some of the people you're bending over backwards for

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<v Speaker 2>right now. They won't be gone in a dramatic way.

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<v Speaker 2>They'll simply drift out of your orbit. And that idea

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<v Speaker 2>hits hard when you really sit with it, because if

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<v Speaker 2>that's true, and it is, then it forces a leadership

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<v Speaker 2>question that most people void. What are you doing today

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<v Speaker 2>trying to impress people who won't even be around later.

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<v Speaker 2>Turnover happens, roles change, people move on, priority shift, and

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<v Speaker 2>yet leaders still make decisions like every relationship is permanent.

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<v Speaker 2>And let me tell you where this gets dangerous. You

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<v Speaker 2>start saying yes when you should say no. You tolerate

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<v Speaker 2>behavior you should shut down. You delay decisions because you

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<v Speaker 2>don't want to upset someone. You carry people longer than

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<v Speaker 2>you should because you're trying to be liked, and slowly,

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<v Speaker 2>without realizing it, you stop leading. You start managing emotions

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<v Speaker 2>instead of managing standards. That's where your culture starts to break.

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<v Speaker 2>And here's the reality that no one wants to say

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<v Speaker 2>out loud. Leadership is not about being liked by people

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<v Speaker 2>who are temporary. Leadership is about doing right by the

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<v Speaker 2>mission the team in the stand even if some people

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<v Speaker 2>don't like it in the moment, because five years from now,

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<v Speaker 2>when those people are no longer around, the decisions you

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<v Speaker 2>made today will still be echoing inside your organization. Your

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<v Speaker 2>culture will remember, your systems will remember, your reputation will remember.

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<v Speaker 2>And that's the part leaders forget. We spend so much

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<v Speaker 2>energy trying to keep things easy. We avoid hard conversations,

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<v Speaker 2>we avoid accountability, we avoid setting the line clearly why,

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<v Speaker 2>because we're thinking short term. We're thinking about how someone

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<v Speaker 2>will feel today instead of how the organization will perform tomorrow.

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<v Speaker 2>Let me give you a simple leadership filter you can

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<v Speaker 2>start using immediately. Ask yourself, will this decision still make

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<v Speaker 2>sense in five years. If the answer is no, don't

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<v Speaker 2>do it. If you're keeping someone on your team who

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<v Speaker 2>is dragging everyone else down. That decision will not age well.

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<v Speaker 2>If you're ignoring bad behavior because it's uncomfortable to address,

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<v Speaker 2>that decision will not age well. If you're saying yes

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<v Speaker 2>to everything to avoid conflict, that decision will not age well.

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<v Speaker 2>But if you hold the standard, if you protect the culture,

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<v Speaker 2>if you make the hard call when it matters, that

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<v Speaker 2>decision will age very well. Because strong leadership compounds over time.

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<v Speaker 2>And now we can take this one step further. This

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<v Speaker 2>idea is not only about how you lead others. It's

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<v Speaker 2>about how you lead yourself. Think about how many times

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<v Speaker 2>you've said yes when your gut said no. Think about

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<v Speaker 2>how many times you've shaped your decisions around who might

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<v Speaker 2>be disappointed. Think about how much energy you've spent trying

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<v Speaker 2>to maintain approval and for what for people who may

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<v Speaker 2>not even be part of your life a few years

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<v Speaker 2>from now. That's not leadership, that's approval. Management and approval

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<v Speaker 2>is one of the most expensive things a leader can chase,

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<v Speaker 2>because it costs you clarity, it costs you time, it

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<v Speaker 2>costs you credibility. The best leaders understand something very simple.

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<v Speaker 2>You were not here to be liked by everyone. You

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<v Speaker 2>were here to lead something that lasts. That means you're

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<v Speaker 2>going to make decisions that not everyone agrees with. That

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<v Speaker 2>means you're going to have conversations that are uncomfortable. That

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<v Speaker 2>means you're going to draw lines that people push back on.

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<v Speaker 2>That's part of the job. And if you avoid that,

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<v Speaker 2>you're not protecting relationships, you're weakening your leadership. Now here's

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<v Speaker 2>where this gets powerful. When you stop trying to be

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<v Speaker 2>liked by everyone, something interesting happens. Your decisions get cleaner,

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<v Speaker 2>your expectations get clearer, your team gets stronger. Because people

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<v Speaker 2>don't need a leader who can keeps things easy. They

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<v Speaker 2>need a leader who keeps things clear. Clarity builds trust,

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<v Speaker 2>Consistency builds respect, standards build culture, and none of those

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<v Speaker 2>things come from trying to please everyone in the room.

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<v Speaker 2>So here's your seven minute leadership challenge for today. Take

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<v Speaker 2>one situation right now where you are bending your standards

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<v Speaker 2>to keep someone comfortable, and ask yourself one question. If

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<v Speaker 2>this person is not here in five years, would I

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<v Speaker 2>still make the same decision. If the answers know, you

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<v Speaker 2>already know what you need to do, make the call,

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<v Speaker 2>have the conversation, reset the expectation. Because leadership is not

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<v Speaker 2>about holding onto people. It's about building something that stands strong,

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<v Speaker 2>whether people stay or leave. That's how real leaders operate,

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<v Speaker 2>not based on who's in the room today, but based

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<v Speaker 2>on what still matters five years from now. Five years

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<v Speaker 2>from now, your team will look different, your organization will evolve,

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<v Speaker 2>people will move on, that's a guarantee, but your leadership

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<v Speaker 2>decisions will still be there, shaping the culture you leave behind.

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<v Speaker 2>So lead with clarity, lead with standards, lead with the

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<v Speaker 2>long view in mind, Stop chasing approval and start building

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<v Speaker 2>something that lasts. That's how you lead in a way

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<v Speaker 2>that actually matters. This has been the seven minute Leadership podcast,

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<v Speaker 2>and I thank you for listening.

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<v Speaker 1>For more, Paul Fell of Alito Podcasts, visit paulfellowalito dot com.