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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 Felloalido.

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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 forty eight. Today we're focusing on a

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<v Speaker 2>critical leadership truth, one that every CEO, executive and senior

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<v Speaker 2>leader must understand if they want their organization to excel.

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<v Speaker 2>And that's I get paid to have the vision. I

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<v Speaker 2>pay you to execute the vision. And this statement gets

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<v Speaker 2>to the heart of leadership at the highest level. As

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<v Speaker 2>a CEO, your primary job is not to micromanage every

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<v Speaker 2>aspect of the business. It's not to be involved in

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<v Speaker 2>every decision, every customer interaction, or every operational challenge. Your

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<v Speaker 2>job is to have the vision, to chart the course,

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<v Speaker 2>to define the future, and to inspire others to make

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<v Speaker 2>it happen. And let me say it again, the CEO's

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<v Speaker 2>role is vision over management. If you're a CEO or

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<v Speaker 2>senior leader, your role is to look ahead. You are

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<v Speaker 2>responsible for seeing what others don't see, understanding the landscape,

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<v Speaker 2>anticipating changes, and positioning your organization for long term success.

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<v Speaker 2>Your team doesn't need you handling the daily grind. They

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<v Speaker 2>need you to set the direction so they can focus

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<v Speaker 2>on execution. Without that vision, the company drifts. Employees will

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<v Speaker 2>work hard, but without a clear purpose, they may work

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<v Speaker 2>in the wrong direction. Great CEOs focus on defining the

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<v Speaker 2>mission and vision. Where are we going? What do we

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<v Speaker 2>stand for? In setting clear goals? What does success look like?

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<v Speaker 2>In creating a culture of trust, how do we empower

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<v Speaker 2>our team to do their best work? And looking ahead,

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<v Speaker 2>what opportunities and challenges are on the horizon. A leader

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<v Speaker 2>without a team is just one person with an idea,

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<v Speaker 2>and a team without a leader is a group of

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<v Speaker 2>people running in different directions. Execution is what turns vision

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<v Speaker 2>into reality. Your employees are there to implement the vision,

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<v Speaker 2>but they need clarity. They need to know what are

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<v Speaker 2>the priorities because they can't do everything. What does success

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<v Speaker 2>look like, what are the key metrics and outcomes? And

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<v Speaker 2>how much autonomy do they have? Can they make decisions

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<v Speaker 2>or do they need approval at every step? As a leader,

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<v Speaker 2>you must hire the right people, give them the tools

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<v Speaker 2>they need, and then trust them to do their jobs.

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<v Speaker 2>If you don't trust them, one of two things is true.

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<v Speaker 2>You have the wrong people, or you are the problem.

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<v Speaker 2>Either way, something has to change. Many CEOs struggle with

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<v Speaker 2>stepping back. They built the company, They care deeply about

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<v Speaker 2>every detail, and they fear things won't get done properly

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<v Speaker 2>without their oversight. But micromanagement is a silent killer of

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<v Speaker 2>both morale and productivity. When leaders micro manage, employees feel untrusted,

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<v Speaker 2>they disengage and do the bare minimum, and decisions slow

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<v Speaker 2>down instead of moving fast. Everything gets bottlenecked at the top,

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<v Speaker 2>and then growth stalls. A company can only scale if

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<v Speaker 2>leaders delegate effectively. A great CEO leads by trusting their team,

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<v Speaker 2>not by controlling every move. If you want to be

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<v Speaker 2>the kind of CEO who creates lasting impact, you must

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<v Speaker 2>over communicate the vision. Repetition matters. State it in meetings, emails,

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<v Speaker 2>in one on one conversations. People need to hear it

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<v Speaker 2>often to stay aligned and hire the right team. If

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<v Speaker 2>you can't trust your people to execute, you may need

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<v Speaker 2>to reconsider who you've hired. In state clear expectations. Don't

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<v Speaker 2>just tell people what to do. Help them understand why

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<v Speaker 2>it matters. In empowered decision making, let your leaders lead,

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<v Speaker 2>give them authority and accountability In measure outcomes, not outputs.

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<v Speaker 2>Stop worrying about how people get things done. Focus on results.

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<v Speaker 2>As a leader at the highest levels, your primary responsibility

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<v Speaker 2>is to set the vision and direction for your organization.

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<v Speaker 2>Your team's role is to execute that vision. When you

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<v Speaker 2>try to do both, you slow down growth, limit innovation,

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<v Speaker 2>and create bottlenecks that slow down progress. The most effective

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<v Speaker 2>leaders trust their people, provide them with the necessary tools

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<v Speaker 2>and resources, and then step back to let them excel

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<v Speaker 2>in their roles. The best CEOs don't get caught up

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<v Speaker 2>in every detail. They focus on the bigger picture, inspire

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<v Speaker 2>their teams, and create a culture where individuals feel empowered

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<v Speaker 2>to perform at their highest potential. This has been the

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<v Speaker 2>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 com.