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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 this seven minute leadership podcast.

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<v Speaker 2>It's episode seven oh eight. Let's talk about the moment

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<v Speaker 2>that quietly decides whether you win or struggle as a leader.

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<v Speaker 2>Your first ninety days, not your first year, not your

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<v Speaker 2>long term strategy, not your vision board, your first ninety days,

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<v Speaker 2>because in those first three months, people are not listening

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<v Speaker 2>to your speeches, they are studying your behavior. They're asking

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<v Speaker 2>one question, over and over again, is this leader for real?

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<v Speaker 2>And here's where most leaders get this wrong. They walk

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<v Speaker 2>in trying to prove something, trying to impress, trying to

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<v Speaker 2>fix everything, trying to leave their mark, and that instinct

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<v Speaker 2>that urge to immediately take control is exactly what sets

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<v Speaker 2>them back. So today I want to walk you through

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<v Speaker 2>what actually matters in your first ninety days, Not theory,

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<v Speaker 2>not corporate buzzwords, real leadership moves that change your trajectory.

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<v Speaker 2>So let's start with this. Your first job is not

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<v Speaker 2>to talk. Your first job is to listen. And I

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<v Speaker 2>don't mean surface level listening where you gnad your head

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<v Speaker 2>and wait for your turn to speak. I mean real listening.

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<v Speaker 2>You are diagnosing, not fixing. You are asking questions like

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<v Speaker 2>what's working here, what's broken? What gets in your way

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<v Speaker 2>every day? Because if you walk in and start changing

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<v Speaker 2>things without understanding the system, you're not leading, You're just guessing,

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<v Speaker 2>and guessing creates resistance. Now, while you are listening, something

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<v Speaker 2>else needs to be happening. At the same time. You

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<v Speaker 2>are building relationships, not group relationships, individual ones. Leadership is

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<v Speaker 2>not built in team meetings. It's built in one on

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<v Speaker 2>one conversations. Trust does not show up in a staff meeting.

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<v Speaker 2>It shows up in a quiet conversation where someone realizes

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<v Speaker 2>this leader actually gets me. If you skip this step,

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<v Speaker 2>nothing else you do will stick. You can have the

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<v Speaker 2>best plan in the world, but if people don't trust you,

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<v Speaker 2>they will not follow you. And now here's where momentum

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<v Speaker 2>comes into play. In your first ninety days. You need

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<v Speaker 2>a quick win, one visible problem that you can solve early,

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<v Speaker 2>not ten problems, not a full system overhaul, just one,

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<v Speaker 2>because momentum is everything. When your team sees something improve quickly,

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<v Speaker 2>they start to believe change is possible, they start to

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<v Speaker 2>believe in you without that early when everything feels like talk. Now,

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<v Speaker 2>while you're building momentum, you're also doing something most leaders ignore.

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<v Speaker 2>You are studying the culture, not the written culture, the

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<v Speaker 2>real one, the unwritten rules. Who actually has influence, what

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<v Speaker 2>behaviors are rewarded, what behaviors are quietly tolerated. Because if

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<v Speaker 2>you try to rewrite the culture before you understand it,

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<v Speaker 2>you will get blindsided, you will fix the wrong things,

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<v Speaker 2>you will challenge the wrong people, and you will lose

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<v Speaker 2>credibility fast. And let me give you another critical move.

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<v Speaker 2>You need to get aligned with your boss. Arly, what

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<v Speaker 2>does success actually look like in thirty sixty ninety days?

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<v Speaker 2>Not what you think success is, not what the team thinks.

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<v Speaker 2>Success is what your boss defines as a win. Because

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<v Speaker 2>if you are operating on different definitions, you are setting

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<v Speaker 2>yourself up for frustration. Clarity here saves you from months

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<v Speaker 2>of misalignment. Now let's talk about one of the biggest

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<v Speaker 2>mistakes new leaders make. They walk in and start redecorating

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<v Speaker 2>new rules, new systems, new expectations, new everything. And here's

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<v Speaker 2>the problem. Change without context creates resistance. People do not

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<v Speaker 2>generally resist change they resist confusion. If you cannot explain

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<v Speaker 2>why something needs to change, your team will create their

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<v Speaker 2>own explanation, and it will not be a good one.

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<v Speaker 2>So slow down, earn the right to change things. Now,

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<v Speaker 2>here's something that will separate you immediately. Over communicate your intent.

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<v Speaker 2>If you're not explaining the why behind your actions, your

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<v Speaker 2>team will fill in the blanks, and people are very

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<v Speaker 2>good at filling in blanks with worst case scenarios. So

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<v Speaker 2>say it clearly. Here is what I'm doing, Here's why

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<v Speaker 2>it matters, and here's how it affects you. Clarity builds confidence.

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<v Speaker 2>Silence creates stories. And we can even add another layer.

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<v Speaker 2>Find someone who understands the internal dynamics better than you,

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<v Speaker 2>a peer mentor someone who knows the politics, the history,

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<v Speaker 2>the land minds, because no matter how experienced you are,

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<v Speaker 2>you are new to this environment and having someone who

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<v Speaker 2>can quietly guide you will save you months of trial

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<v Speaker 2>and error. Now, let's talk about a simple framework that

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<v Speaker 2>will keep you grounded. Stop, start, continue, What needs to

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<v Speaker 2>stop because it's dragging the team down. What needs to

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<v Speaker 2>start because it is missing. What needs to continue because

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<v Speaker 2>it's working. If you can clearly answer those three questions

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<v Speaker 2>within your first ninety days, you are ahead of most

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<v Speaker 2>leaders and finally, something that gets ignored more than anything else,

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<v Speaker 2>your own well being. You cannot lead clearly if you're

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<v Speaker 2>running on empty You can't make good decisions, if you're

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<v Speaker 2>burned out. You cannot show up strong if you are

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<v Speaker 2>constantly depleted. So protect your energy because your leadership performance

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<v Speaker 2>depends on it. Now, let's bring this all together. Your

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<v Speaker 2>first ninety days are not about proving yourself. They are

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<v Speaker 2>about positioning yourself, listening before speaking, building trust before demanding results,

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<v Speaker 2>creating momentum before making massive changes, understanding before rewriting, clarifying

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<v Speaker 2>before executing. Because if you get these first ninety days right,

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<v Speaker 2>everything after that becomes easier. Your team will trust you faster,

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<v Speaker 2>your decisions carry more weight, your changes stick, and your

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<v Speaker 2>leadership actually works. If you get it wrong, you spend

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<v Speaker 2>the next nine hundred days trying to recover. So here

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<v Speaker 2>is your talent challenge. Take the next seven minutes and

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<v Speaker 2>ask yourself this, am I trying to prove something? Or

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<v Speaker 2>am I trying to understand something? Because the answer to

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<v Speaker 2>that question will determine the kind of leader you become.

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<v Speaker 2>So your first ninety days are your foundation. Build it

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<v Speaker 2>right and everything stands stronger. Rush it and everything cracks

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<v Speaker 2>under pressure. Slow down, listen deeper, and lead with intention.

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<v Speaker 2>And if you want more free leadership resources, head over

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<v Speaker 2>to paulfalovalito dot com and click on free Stuff. I

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<v Speaker 2>have over twenty five free leadership documents you can download

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<v Speaker 2>and start using today. This has been the seven minute

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<v Speaker 2>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