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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 goalagiving. This

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<v Speaker 1>is the seven Minute Leadership Podcast with your host 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 sixty nine. Let me ask you something

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<v Speaker 2>that most leaders avoid thinking about. Is your team loyal

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<v Speaker 2>to you? Or are they loyal to the current version

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<v Speaker 2>of you? Because those are two very different things. And

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<v Speaker 2>here's where it gets real. Change exposes fake loyalty faster

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<v Speaker 2>than anything else in leadership. New policies, new expectations, new direction,

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<v Speaker 2>new pressure. That's when people decide if they're with you

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<v Speaker 2>or if they were only comfortable with you. And if

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<v Speaker 2>your leadership is built on comfort instead of trust, change

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<v Speaker 2>will break it. So today we're going to talk about

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<v Speaker 2>building loyalty that actually survives change. Not temporary buy in,

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<v Speaker 2>not surface level agreement. Real loyalty the kind that holds

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<v Speaker 2>when things shift, the kind that stays when things get uncomfortable,

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<v Speaker 2>the kind that does not disappear the moment you make.

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<v Speaker 1>A hard call.

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<v Speaker 2>So let's start with a mistake I see leaders make

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<v Speaker 2>all the time. They think loyalty is built during the

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<v Speaker 2>good times and it's not good. Times create connection, They

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<v Speaker 2>create energy, they create momentum. But loyalty is built in

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<v Speaker 2>how you lead when things are unclear, when decisions are unpopular,

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<v Speaker 2>and when pressure is high. Your team is always watching

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<v Speaker 2>one thing. Do you stay consistent when it matters? Because

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<v Speaker 2>consistency is what builds trust, and trust is what builds

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<v Speaker 2>loyal If you are one version of a leader on

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<v Speaker 2>Monday and a different version on Thursday, your team is

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<v Speaker 2>not confused. They are calculating. They are asking themselves, can

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<v Speaker 2>I rely on this person when things change? Here is

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<v Speaker 2>the first move. If you want loyalty that survives change.

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<v Speaker 2>Stop leading based on mood. Start leading based on standards.

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<v Speaker 2>Your tone, your expectations, your follow through. It all needs

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<v Speaker 2>to feel steady, not robotic, not rigid, steady because people

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<v Speaker 2>can handle change. What they cannot handle is unpredictable leadership

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<v Speaker 2>layered on top of change. Now let's go deeper. Loyalty

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<v Speaker 2>is not built on what you say. It's built on

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<v Speaker 2>what you allow. If you tolerate shortcuts, your team learns

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<v Speaker 2>that standards are optional. If you tolerate disrespect, your team

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<v Speaker 2>learns that culture is flexible. If you tolerate inconsistency. Your

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<v Speaker 2>team learns that leadership is situational. In the moment change

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<v Speaker 2>shows up, all of that gets exposed because now people

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<v Speaker 2>are asking, why should I stay committed when the rules

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<v Speaker 2>change depending on the day. So here is the second move.

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<v Speaker 2>Lock in your non negotiables. Your standards cannot shift just

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<v Speaker 2>because the situation does. When your team knows exactly where

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<v Speaker 2>you stand, they can anchor themselves to that even when

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<v Speaker 2>everything else is moving, and that creates stability, and stability

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<v Speaker 2>creates loyalty. Now let's talk about communication. Most leaders think

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<v Speaker 2>they communicate well. During change, they either overexplain or they disappear.

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<v Speaker 2>Neither one builds loyalty. Your team does not need a speech.

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<v Speaker 2>They need clarity. What is changing, why is it changing,

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<v Speaker 2>what it means for them, and what is not changing.

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<v Speaker 2>That last one is critical because during change, people are

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<v Speaker 2>looking for something solid to hold on too. If everything

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<v Speaker 2>feels up in the air, loyalty turns into self preservation,

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<v Speaker 2>and self preservation kills team culture fast. So here is

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<v Speaker 2>the third move. Communicate with clarity, not comfort. Do not

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<v Speaker 2>soften the message to make it easier. Make it clear

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<v Speaker 2>so people can move forward. Now here's where most leaders

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<v Speaker 2>lose loyalty. They introduce change, and then they disappear from

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<v Speaker 2>the impact of that change. They make the decision, but

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<v Speaker 2>they are not present for the consequences, and your team

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<v Speaker 2>sees that immediately. If you're going to lead change, you

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<v Speaker 2>need to stand in it, be visible, be available, be accountable.

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<v Speaker 2>Because loyalty is not built from the decision. It's built

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<v Speaker 2>from how you carry the decision. And this is where

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<v Speaker 2>red key leadership shows up. These are the moments that

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<v Speaker 2>define you. Anyone can lead when things are smooth. Real

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<v Speaker 2>leaders show up when things shift, when pressure rises, when

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<v Speaker 2>people are uncertain. That is when your credibility is either

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<v Speaker 2>built or broken. Let me give you a simple reality check.

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<v Speaker 2>If your team only supports you when things are easy,

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<v Speaker 2>you do not have loyalty. You have convenience, and convenience

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<v Speaker 2>disappears the moment leadership gets hard. So here is the

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<v Speaker 2>fourth move. Earn loyalty during the hard moments. Stay present,

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<v Speaker 2>stay consistent, stay clear, do not rush through change, lead

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<v Speaker 2>through it. Because your team is not measuring your strategy,

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<v Speaker 2>they're measuring your behavior, and behavior is what people remember.

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<v Speaker 2>So now let's bring this altogether. Loyalty that survives change

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<v Speaker 2>is built on four things. Consistency in how you lead,

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<v Speaker 2>standards that do not move, clarity in communication, in presence

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<v Speaker 2>during the impact. If you get those right, your team

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<v Speaker 2>will stay with you even when the road gets rough.

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<v Speaker 2>If you get those wrong, your team will start planning

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<v Speaker 2>their exit the moment things shift. And here's the final

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<v Speaker 2>thought I want you to take with you today. Change

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<v Speaker 2>is not what breaks teams. Unsteady leadership during change is

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<v Speaker 2>what breaks teams. You cannot stop change. That's not your job.

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<v Speaker 2>Your job is to lead in a way that people

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<v Speaker 2>trust even when things are uncertain. That's how you build

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<v Speaker 2>loyalty that lasts, not for today, not for the easy moments,

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<v Speaker 2>but for the moments that actually define leadership. So here

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<v Speaker 2>is your seven minute leadership challenge for today. Take a

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<v Speaker 2>hard look at your leadership during the last major change

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<v Speaker 2>your team experienced. Were you steady or were you reactive?

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<v Speaker 2>Were you clear or were you vague? Were you present

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<v Speaker 2>or were you distant? Your answers will tell you everything

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<v Speaker 2>you need to know about the loyalty you're building right now.

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<v Speaker 2>Fix what needs fixed, lock in your standards, and show

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<v Speaker 2>up stronger for the next change that comes your way,

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<v Speaker 2>because it is coming, and your team is already watching

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<v Speaker 2>how you will lead it. This has been the seven

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<v Speaker 2>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

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<v Speaker 1>com