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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 golajieving. This

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<v Speaker 1>is the seven minute Leadership Podcast with your host Paul Fellowledo.

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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 three sixty and let me open this episode

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<v Speaker 2>with this truth bomb. Your team is keeping score even

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<v Speaker 2>if you aren't. Your employees are paying attention to everything.

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<v Speaker 2>They notice who gets praised and who doesn't, who gets

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<v Speaker 2>opportunities and who gets overlooked, who gets away with showing

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<v Speaker 2>up late and who gets written up, who you defend

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<v Speaker 2>when things go sideways, and who you leave hanging. They

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<v Speaker 2>may not say anything out loud, but they're keeping score.

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<v Speaker 2>So let me ask you. Have you worked for someone

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<v Speaker 2>and thought, wow, they really play favorites or maybe how

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<v Speaker 2>come that guy always gets a free pass? That feeling?

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<v Speaker 2>That's the internal scoreboard lighting up. And now imagine your

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<v Speaker 2>team is doing the same thing every single day. Now

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<v Speaker 2>let's flip the mirror. As a leader, are you consistent

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<v Speaker 2>with your feedback? Do you hold people equally accountable? Do

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<v Speaker 2>you recognize everyone's effort or just the loudest, flashiest wins.

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<v Speaker 2>This isn't about being perfect. Leadership never is. But it

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<v Speaker 2>is about being aware. Because if you think your team

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<v Speaker 2>isn't watching, you're dead wrong. They're watching everything, and it's

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<v Speaker 2>not the big speeches that shape how they see you.

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<v Speaker 2>It's the day to day micro decisions, the quiet ones,

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<v Speaker 2>the ones you don't think anyone notices. Let me give

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<v Speaker 2>you a few examples of the kind of scorecard your

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<v Speaker 2>team might be mentally keeping. Recognition Who gets its acknowledged

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<v Speaker 2>in meetings? Is it always the same two people? And

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<v Speaker 2>what about accountability? Who gets held to the rules and

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<v Speaker 2>who seems to skate by and to access? Who gets

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<v Speaker 2>FaceTime with you? Who gets included in decision making? And

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<v Speaker 2>what about grace? Who do you give the benefit of

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<v Speaker 2>the doubt to? And who do you come down on immediately?

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<v Speaker 2>These are all categories on the scoreboard. And here's the catch.

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<v Speaker 2>The scoreboard is cumulative. It builds over time, and when

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<v Speaker 2>it fills up with unfairness, favoritism, and inconsistencies, it starts

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<v Speaker 2>to erode trust performance in morale. So now let's bring

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<v Speaker 2>this closer to home. You ever wonder why a high

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<v Speaker 2>performer suddenly disengages, or why someone stops going the extra mile.

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<v Speaker 2>It might be because the scoreboard finally tipped too far

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<v Speaker 2>in the wrong direction. So what can you do. Here's

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<v Speaker 2>a few little tactical plays to help reset the scoreboard.

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<v Speaker 2>Number one, audit your own patterns over the next week.

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<v Speaker 2>Write down who you're praising, correcting, involving, and promoting. You

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<v Speaker 2>might spot some blind spots that you didn't know were there.

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<v Speaker 2>And number two ask your team. It takes courage, but

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<v Speaker 2>ask for feedback. Do you feel like recognition and accountability

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<v Speaker 2>are consistent on this team? Just let them talk, don't defend,

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<v Speaker 2>just listen. And number three close the loops. If someone

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<v Speaker 2>feels slighted or overlooked, address it, don't bury it. Transparency

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<v Speaker 2>scores points, Silence costs you. And the next one be

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<v Speaker 2>deliberate with equity. That doesn't mean treating everyone exactly the same.

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<v Speaker 2>It means treating everyone fairly. There is a difference. And

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<v Speaker 2>the last one praise privately and publicly. Not everyone wants

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<v Speaker 2>a spotlight, but no one wants to feel invisible. Balance

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<v Speaker 2>both forms of recognition. Remember, leadership isn't about always having

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<v Speaker 2>the right answers. It's about showing up with the right

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<v Speaker 2>intent over and over again. It's about building trust, one

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<v Speaker 2>decision at a time, and that trust gets built or

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<v Speaker 2>broken on the scoreboard that your team is quietly keeping.

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<v Speaker 2>So here's your leadership challenge for this week. Ask yourself,

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<v Speaker 2>if I sat down with my team and asked to

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<v Speaker 2>see the scoreboard they've been keeping, would I be proud

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<v Speaker 2>of what I saw? If not, don't panic, but don't

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<v Speaker 2>ignore it either. Reset the score, play the next quarter better.

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<v Speaker 2>Your team's already watching, they always have been. This has

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<v Speaker 2>been the seven minute Leadership Podcast, and I thank you

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<v Speaker 2>for listening.

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