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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 GV.

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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 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 two fifty three. Today we're diving into a

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<v Speaker 2>challenge that many leaders are facing, how to effectively manage

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<v Speaker 2>teams with different political views and beliefs, especially in today's

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<v Speaker 2>highly polarized political environment. This topic comes directly from listener feedback,

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<v Speaker 2>so thank you Darcy from California for the suggestion. And

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<v Speaker 2>this is such a hot topic right now, especially in

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<v Speaker 2>the United States. But here's what I see in any organization.

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<v Speaker 2>People bring their whole selves to work, including their value,

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<v Speaker 2>use their opinions, and yes, their politics. As a leader,

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<v Speaker 2>your job isn't to referee debates, but to create an

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<v Speaker 2>environment where people can work together, respect each other, and

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<v Speaker 2>remain focused on the mission. So you have to set

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<v Speaker 2>the tone from the top. It starts with you. If

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<v Speaker 2>you engage in political debates or make bias comments, your

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<v Speaker 2>team will follow your lead instead model professionalism and neutrality.

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<v Speaker 2>This doesn't mean avoiding important conversations. It means having a

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<v Speaker 2>workplace culture where respect is the priority, and make it

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<v Speaker 2>clear that while differing opinions are natural, the workplace is

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<v Speaker 2>for collaboration, not conflict. Now, if today's politics are directly

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<v Speaker 2>impacting your business with money, supply chain issues, or new costs,

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<v Speaker 2>then I would create an internal assessment team to directly

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<v Speaker 2>look at how some of these new political policies or

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<v Speaker 2>executive orders could potentially disrupt or in impact your business.

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<v Speaker 2>That doesn't mean with every employee. That means a small

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<v Speaker 2>collaborative team. In next, you have to establish ground rules

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<v Speaker 2>for civility. If political discussions are causing division, address it

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<v Speaker 2>head on. Set expectations that all workplace discussions, whether about

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<v Speaker 2>work or world events, must be respectful and productive. Consider

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<v Speaker 2>a simple policy, we respect diverse viewpoints, but our focus

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<v Speaker 2>is on teamwork and service. Encourage employees to avoid heated

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<v Speaker 2>political debates during work, especially in high stress environments, and

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<v Speaker 2>then keep the focus on the mission. One of the

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<v Speaker 2>best ways to unify a team is to redirect their

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<v Speaker 2>attention toward a shared goal, whether it's providing excellent patient care,

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<v Speaker 2>serving customers, or supporting the community. Remind your team that

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<v Speaker 2>their mission is bigger than personal opinions. When political differences

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<v Speaker 2>start cause friction, refocus conversations on the work at hand.

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<v Speaker 2>How can we work together to deliver the best results

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<v Speaker 2>for the people who depend on us, And this one

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<v Speaker 2>is important. Don't allow political division to become workplace toxicity.

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<v Speaker 2>If politics start interfering with teamwork, step in immediately. You

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<v Speaker 2>wouldn't allow gossip, bullying, or favoritism to spread unchecked. Political

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<v Speaker 2>division should be treated the same way. If tensions arise,

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<v Speaker 2>address them privately. Talk to the individuals involved, reinforce expectations

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<v Speaker 2>and remind them that mutual respect is non negotiable, and

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<v Speaker 2>then build a culture of inclusion and mutual respect. Your

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<v Speaker 2>team doesn't have to agree on politics, but they do

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<v Speaker 2>have to work together. Encourage people to see each other

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<v Speaker 2>as teammates first, rather than as representatives of opposing viewpoints.

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<v Speaker 2>Create opportunities for connection outside of work related tasks. Team

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<v Speaker 2>building activities, shared meals, and celebrating wins together help humanize

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<v Speaker 2>each other beyond political beliefs, and last, when necessary, reinforce

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<v Speaker 2>HR policies. If conflicts escalate or discrimination occurs, be ready

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<v Speaker 2>to lean on HR policies. Political discussions should never cross

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<v Speaker 2>the line into harassment, exclusion, or hostility. If an employee

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<v Speaker 2>feels uncomfortable or unsafe, take it seriously and handle it appropriately.

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<v Speaker 2>So great leaders don't allow politics to fracture their team. Instead,

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<v Speaker 2>they set the standard for professionalism, respect, and unity. Keep

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<v Speaker 2>your focus on the mission, establish clear expectations, and remind

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<v Speaker 2>your team that their shared purpose is what truly matters.

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<v Speaker 2>These are truly tough times in leadership matters more than

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<v Speaker 2>ever right now, and if you haven't done so, please

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<v Speaker 2>five start review the show on your favorite podcasting platform.

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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 Fellow Alito podcasts, visit Paulfellowalito dot com