March 25, 2025 • 19 mins
We’re continuing with the #LeaderSHIFT series on the podcast this week. These episodes are very direct & to the point, where we'll talk about the different challenges leaders tend to face & how to shift into becoming an influential leader who leads a healthy culture & engaged team!
In this episode, I’m sharing how you can shift from believing limiting myths in leadership to modeling influence!
Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!
www.baproinc.com/ep168
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
In this episode, I’m sharing how you can shift from believing limiting myths in leadership to modeling influence!
Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!
www.baproinc.com/ep168
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:04):
Welcome to the Culture Building Like a Pro podcast, helping
small business owners and managers lead a company culture where
employees are engaged to do their best work because they
want to and not because they have to. Now, let's
jump start your culture transformation with company culture strategists, leadership
coach and trainer Deanna Appling.
Speaker 2 (00:28):
Happy Tuesday and thanks for listening to the Culture Building
Like a Pro Podcast. I'm your host, Dianna, and we're back.
We're going strong, and we're continuing with our hash tag
Leadershift series. If you've been listening for a while, then
you know in these episodes, we talk about the common
challenges that we face as leaders and even new leaders,
(00:48):
the things that don't get talked about enough, but more importantly,
how we can overcome them and shift into the level
of leadership that creates an impact and influences excellence among
your team. A very very close friend of mine just
recently gave birth to twins, a boy and a girl
(01:10):
for that matter. She's a first time mom, so it's
been so great to celebrate her along the journey and
to welcome the babies. But of course, when you're prepping
for new babies to come into the world, you have
all of the celibratory things, the gender reveals, the baby showers,
(01:32):
and of course for an expecting mom, there are tons
of myths and even old wives tales that come along
with pregnancy, meaning if you have heartburn, that means the baby,
or in my friend's case, babies have a lot of hair.
Or if you're carrying high, then you're having a boy,
(01:56):
or if you're carrying low, you're having a girl. At
least I think that's the order, but you get the idea.
There are a lot of myths that come along with
pregnancy and the birth of new babies. But myths aren't
only exclusive to new moms and the gender of a baby.
(02:16):
There are several myths surrounding leadership too. I definitely know
all about them, or at least a few of them,
because I believed some of them along my leadership journey,
especially when I was just starting out. When you are
stepping into this world of leadership, or even evolving in
(02:41):
your leadership journey, it can feel very exciting, rewarding, but
also overwhelming because you're trying to figure out not only
how to lead, but how to do it effectively. And
most new leaders start with the best intentions. I know
because I was definitely one of them, but true to form,
(03:03):
along the way, I began to pick up some habits
that were closely tied to a lot of the myths
that I was believing about leadership. And when you fall
into that pattern, it can stop you from engaging your
team in an impactful way. So in today's Leadershift episode,
(03:28):
we are going to talk about how you can make
the shift from myths to modeling. So here are a
few common myths that leaders tend to believe, and even
though it may be with good intentions at heart, it
can be holding you back. So the first myth we're
(03:48):
going to talk about is definitely the number one myth
that I believed when I first started out, and that
is that leaders have to have all of the answers.
Oh my goodness, I believed this to my detriment almost
So what I want you to do is to shift
(04:10):
from the idea of having to know everything and having
all of the answers for your team to how you
can empower your team to find solutions. Many leaders tend
to think that your role is to be the smartest
person in the room and always have the answers, but
not only is that unrealistic and quite frankly impossible, it's
(04:35):
exhausting because you're not a robot. It's not your job
to have all of the answers. And if you're the
smartest person in the room, how does that leave way
for others around you to use their expertise to drive
the vision forward. Great leaders don't know everything, and they
(04:57):
don't need to know everything. But what they they do
is ask great questions and they create an environment where
their team can collaborate together, utilize their expertise and their
skill sets and problem solve. You want a team of
problem solvers, but more importantly, you want your team to
(05:19):
be in an environment where they feel empowered to solve problems.
So how can you make the shift from believing the
myth that you need to have all the answers as
a leader to empowering your team to find solutions. You
make the shift by asking your team questions that will
(05:39):
promote problem solving, so that sounds like questions like what
do you think would work best? How have you seen
this done before? What are the options that we have
for this? And when someone comes to you with a problem,
you can also take on the role as a coach
and help coach them through it, rather than taking over
(06:04):
the problem for them. This also shows your team and
models to them that it's okay not to have all
of the answers, but you can take on the role
of being curious and have a growth mindset. So the
next time someone on your team asks you for the
(06:25):
answer to something or how to do something, consider taking
a step back and, instead of being quick to solve
the problem for them, ask them what they think about
it first. This may open the door to not only collaboration,
but even a more innovative approach to the problem that
they brought to you. Another myth that leaders tend to
(06:48):
believe is that a good leader keeps their distance from
their team. I encourage you to shift from staying away
to connecting while keeping your leadership boundaries. And here's what
I mean. This particular myth, in my opinion, is more
so rooted in wanting to get respect from your team,
(07:14):
and respect obviously is something that should be present, but
you don't lose respect by becoming approachable to your team.
You want your team to be able to approach you
and them doing so gives them the ability to be
able to talk things through with you. This doesn't make
them take you less seriously. And the thing about respect,
(07:37):
as we know it is earned, but it's not about distance.
It's about consistency, and your team needs to see you
as a real person to create that culture of humanity,
that culture of respect, that culture of listening to each other,
working together and being supportive. Being related to your team
(08:01):
doesn't make you a pushover. It helps you lead with
trust and building trust with your team and not just
enforcing your authority. So to make this shift, I want
you to focus on being visible, being present, and being human.
Don't close yourself off into your team when you go
into the office. If you go into the office, don't
(08:24):
make it a habit to just barricade yourself in your
office or only communicate with your team through email or
even worse, when something is wrong. Make it your priority
to engage in meaningful conversations with your team. Learn about
who they are beyond their job, because they are more
(08:44):
than the roles that they have, and you can still
do this while setting clear boundaries. Being friendly does not
mean being best friend, so focus on increasing engagement, building
the relationship, not just asking about work, but following up
with them about a story they told you about their kid,
(09:07):
asking them about their goals outside of work. These small,
intentional moments of building that relationship build trust, and you
can do that without crossing the lines of being professional.
The next myth leadership is about having control. This is
(09:28):
another one that I see far too often getting leaders stuck.
So I want you to focus on shifting from the
mindset of having to manage every detail to modeling, trusting,
and empowering your team. This is especially a myth that
I tend to see new leaders fall into because you're
(09:51):
trying to get your footing. You want your team to
respect you, you want to be good in your new role.
But the you need to control everything really comes from fear.
Fear of not only losing control, but that if you
aren't controlling things, everything will fall apart. But this just
(10:11):
is not true. This is rooted in micromanaging and micromanaging
kills motivation with your team. When your employees feel trusted,
they're going to take ownership and you can cultivate that
without controlling everything that they do. So here's how you
make that shift. Set clear expectations and allow your team
(10:34):
to handle the how meaning you've set the expectations, which
is the what you've told them what is needed when
it's needed, But allow them to take the lead on
the how. Instead of checking on them every hour or
walking past their cubicle to see how long they were
away for a bathroom break. You can set check ins
(10:57):
and set the expectation of certain check ins are going
to be done on said project or task. The next
time you feel tempted to step in and fix something
that they've done or change something that they've done because
you didn't do it, I want you to ask yourself,
does this really need my involvement or can my team
(11:20):
handle it? Trust me. More often than you probably give
them credit for, they can handle it. And if you
are battling in your own mind about whether or not
they can or can't handle it, then ask yourself, what's
the worst that can happen if I let them take
the lead on this. If you're honest with yourself and
(11:43):
you see that it won't cause anything detrimental to happen,
the world won't collapse, and the task can still get done,
then step back and give them the ownership and the
space to do so. Now that we've taken some time
to dive into the common myths that leaders fall into.
(12:06):
I want to spend a little more time going into
how you can effectively model influence as a leader. As
you may already know, being a leader, and a good
one at that is not about what you say. It's
about how you show up and how you show up
every day because consistency matters. So I want you to
(12:29):
not only focus on shifting from those myths and beliefs
that we just went over, but I want you to
focus on what you can do, which is what you
have control over, to model being the example of how
you want your team to show up. The first thing
I want you to do is focus on being the
(12:51):
example and not the enforcer. Your team is going to
model you. You set the tone for what is considered
okay and normal in your teen's culture. If you want
them to communicate openly and collaborate with each other and
to be accountable, guess who has to do it first?
(13:14):
Exactly you do as their leader. So a good way,
in a simple way, to display this and encourage this
with your team is to own the mistakes you make.
It's okay to say I got that wrong, and here's
how we'll adjust. This shows them that you aren't above
the expectations that you set for them, and it helps
(13:37):
them build trust and accountability with you, and ultimately they
will model that as well because they aren't fearful that
doing so will result in retaliation or the impression that
they can't do their job. The next thing you should
model is communicating expectations clearly and insistently. Unclear expectations will
(14:03):
lead to frustration and engagement, so don't assume that people
just know what's expected of them. Make sure that it's
clear and reinforce it so. A way you can do
this is making sure that at your next team meeting
you're asking each person on your team to summarize what
their responsibilities are for a certain role that they're taking
(14:27):
on or a project. This makes it clear that everyone
is in alignment with what is expected, and if there
is confusion surrounding that, this is a perfect time to
gain clarity and maybe readjust if necessary. Next, build a
culture of two way feedback, because a good leader does
(14:50):
not just give feedback, they ask for it. It is
important for you to know what's not only just going well,
but what's going not so well when it comes to
your team, and you can invite them to share that
with you and as a perfect way, and I always
encourage this a perfect way to be of service to
(15:10):
your team and to get them comfortable with sharing feedback
with you. Simply ask what's one thing I can do
better as a leader or what's an obstacle that I
can take care of for you? This opens the door
for them to not only share it with you, but
to really be mindful about the ways in which they
(15:31):
probably aren't being supported or how things can be done differently. Next,
don't forget to recognize the wins and the efforts of
your team on a regular basis. Modeling this type of
recognition will help your team become more comfortable with recognizing
(15:53):
each other. Not everyone is motivated by their paycheck. Many times,
more often than not, you'd be surprised at how much
people simply want to be acknowledged for what they've done
and feel valued by the company and leadership they work with.
Modeling a culture of recognition can be done so informally,
(16:17):
but also formally. You can do this simply as a
shout out. You can buy a thank you card, celebrate
something simple or what seemingly is simple for the team,
or something big. Regardless of how you're recognizing someone, the
most important thing is to do it regularly. And lastly,
(16:38):
you can model a culture of influence by leading with
emotional intelligence. This is huge in leadership. The simplest way
to lead with emotional intelligence, in my opinion, is to
lead with empathy. This means not putting your emotions in
the forefront, but those of your team. This will require
(17:02):
you to focus on being an active listener, observing what's
happening with your team members and responding rather than reacting
to them. Because how they feel is important too. So
if you happen to notice that someone seems disengaged or
maybe short, quick tempered, maybe just not acting like themselves,
(17:26):
it's important to not assume what's going on. Don't assume
that they're upset with what another coworker did or said
or didn't do. But check in, but do it with
care and just point out that you've noticed that they've
been quieter lately, that they seem bothered, and simply ask
is everything okay. It's a very simple approach, but it
(17:49):
allows you to approach them by acknowledging their humanity and
focusing on the person. Then the professional if you have
any questions about this episode, I would love to hear
from you. I could be reached via email and that
address is Culture at Business Advocates Pro, which is left
(18:10):
in the show notes. And I would also love it
if you could leave an honest rating and review an
Apple podcast or wherever you're listening from and share this
episode with someone else if you found it valuable. Remember
that leadership is not about having all the answers. It's
not about being superhuman, and it's not about controlling everything.
(18:33):
Leadership is about being of service and more importantly, modeling
the behavior that you want to see. No team is perfect,
no employee is perfect, and therefore no leader is perfect either.
And your team isn't looking for a perfect leader. They're
looking for a leader who is authentic, real, consistent, and committed.
(18:58):
Take the shifts that you learn learned in this episode
today and put them to the test. Make them actionable
practices as you get started with cultivating the team culture
and dynamic that is supportive of each other, that is collaborative,
and that is engaging. And when you make the shift
(19:21):
from leading according to the old leadership myths that we've
heard over the years to modeling and leading with influence.
You'll see the culture of your team transform to one
that you're proud to say that you've influenced. Have a
great week.
Welcome to the Culture Building Like a Pro podcast, helping
small business owners and managers lead a company culture where
employees are engaged to do their best work because they
want to and not because they have to. Now, let's
jump start your culture transformation with company culture strategists, leadership
coach and trainer Deanna Appling.
Speaker 2 (00:28):
Happy Tuesday and thanks for listening to the Culture Building
Like a Pro Podcast. I'm your host, Dianna, and we're back.
We're going strong, and we're continuing with our hash tag
Leadershift series. If you've been listening for a while, then
you know in these episodes, we talk about the common
challenges that we face as leaders and even new leaders,
(00:48):
the things that don't get talked about enough, but more importantly,
how we can overcome them and shift into the level
of leadership that creates an impact and influences excellence among
your team. A very very close friend of mine just
recently gave birth to twins, a boy and a girl
(01:10):
for that matter. She's a first time mom, so it's
been so great to celebrate her along the journey and
to welcome the babies. But of course, when you're prepping
for new babies to come into the world, you have
all of the celibratory things, the gender reveals, the baby showers,
(01:32):
and of course for an expecting mom, there are tons
of myths and even old wives tales that come along
with pregnancy, meaning if you have heartburn, that means the baby,
or in my friend's case, babies have a lot of hair.
Or if you're carrying high, then you're having a boy,
(01:56):
or if you're carrying low, you're having a girl. At
least I think that's the order, but you get the idea.
There are a lot of myths that come along with
pregnancy and the birth of new babies. But myths aren't
only exclusive to new moms and the gender of a baby.
(02:16):
There are several myths surrounding leadership too. I definitely know
all about them, or at least a few of them,
because I believed some of them along my leadership journey,
especially when I was just starting out. When you are
stepping into this world of leadership, or even evolving in
(02:41):
your leadership journey, it can feel very exciting, rewarding, but
also overwhelming because you're trying to figure out not only
how to lead, but how to do it effectively. And
most new leaders start with the best intentions. I know
because I was definitely one of them, but true to form,
(03:03):
along the way, I began to pick up some habits
that were closely tied to a lot of the myths
that I was believing about leadership. And when you fall
into that pattern, it can stop you from engaging your
team in an impactful way. So in today's Leadershift episode,
(03:28):
we are going to talk about how you can make
the shift from myths to modeling. So here are a
few common myths that leaders tend to believe, and even
though it may be with good intentions at heart, it
can be holding you back. So the first myth we're
(03:48):
going to talk about is definitely the number one myth
that I believed when I first started out, and that
is that leaders have to have all of the answers.
Oh my goodness, I believed this to my detriment almost
So what I want you to do is to shift
(04:10):
from the idea of having to know everything and having
all of the answers for your team to how you
can empower your team to find solutions. Many leaders tend
to think that your role is to be the smartest
person in the room and always have the answers, but
not only is that unrealistic and quite frankly impossible, it's
(04:35):
exhausting because you're not a robot. It's not your job
to have all of the answers. And if you're the
smartest person in the room, how does that leave way
for others around you to use their expertise to drive
the vision forward. Great leaders don't know everything, and they
(04:57):
don't need to know everything. But what they they do
is ask great questions and they create an environment where
their team can collaborate together, utilize their expertise and their
skill sets and problem solve. You want a team of
problem solvers, but more importantly, you want your team to
(05:19):
be in an environment where they feel empowered to solve problems.
So how can you make the shift from believing the
myth that you need to have all the answers as
a leader to empowering your team to find solutions. You
make the shift by asking your team questions that will
(05:39):
promote problem solving, so that sounds like questions like what
do you think would work best? How have you seen
this done before? What are the options that we have
for this? And when someone comes to you with a problem,
you can also take on the role as a coach
and help coach them through it, rather than taking over
(06:04):
the problem for them. This also shows your team and
models to them that it's okay not to have all
of the answers, but you can take on the role
of being curious and have a growth mindset. So the
next time someone on your team asks you for the
(06:25):
answer to something or how to do something, consider taking
a step back and, instead of being quick to solve
the problem for them, ask them what they think about
it first. This may open the door to not only collaboration,
but even a more innovative approach to the problem that
they brought to you. Another myth that leaders tend to
(06:48):
believe is that a good leader keeps their distance from
their team. I encourage you to shift from staying away
to connecting while keeping your leadership boundaries. And here's what
I mean. This particular myth, in my opinion, is more
so rooted in wanting to get respect from your team,
(07:14):
and respect obviously is something that should be present, but
you don't lose respect by becoming approachable to your team.
You want your team to be able to approach you
and them doing so gives them the ability to be
able to talk things through with you. This doesn't make
them take you less seriously. And the thing about respect,
(07:37):
as we know it is earned, but it's not about distance.
It's about consistency, and your team needs to see you
as a real person to create that culture of humanity,
that culture of respect, that culture of listening to each other,
working together and being supportive. Being related to your team
(08:01):
doesn't make you a pushover. It helps you lead with
trust and building trust with your team and not just
enforcing your authority. So to make this shift, I want
you to focus on being visible, being present, and being human.
Don't close yourself off into your team when you go
into the office. If you go into the office, don't
(08:24):
make it a habit to just barricade yourself in your
office or only communicate with your team through email or
even worse, when something is wrong. Make it your priority
to engage in meaningful conversations with your team. Learn about
who they are beyond their job, because they are more
(08:44):
than the roles that they have, and you can still
do this while setting clear boundaries. Being friendly does not
mean being best friend, so focus on increasing engagement, building
the relationship, not just asking about work, but following up
with them about a story they told you about their kid,
(09:07):
asking them about their goals outside of work. These small,
intentional moments of building that relationship build trust, and you
can do that without crossing the lines of being professional.
The next myth leadership is about having control. This is
(09:28):
another one that I see far too often getting leaders stuck.
So I want you to focus on shifting from the
mindset of having to manage every detail to modeling, trusting,
and empowering your team. This is especially a myth that
I tend to see new leaders fall into because you're
(09:51):
trying to get your footing. You want your team to
respect you, you want to be good in your new role.
But the you need to control everything really comes from fear.
Fear of not only losing control, but that if you
aren't controlling things, everything will fall apart. But this just
(10:11):
is not true. This is rooted in micromanaging and micromanaging
kills motivation with your team. When your employees feel trusted,
they're going to take ownership and you can cultivate that
without controlling everything that they do. So here's how you
make that shift. Set clear expectations and allow your team
(10:34):
to handle the how meaning you've set the expectations, which
is the what you've told them what is needed when
it's needed, But allow them to take the lead on
the how. Instead of checking on them every hour or
walking past their cubicle to see how long they were
away for a bathroom break. You can set check ins
(10:57):
and set the expectation of certain check ins are going
to be done on said project or task. The next
time you feel tempted to step in and fix something
that they've done or change something that they've done because
you didn't do it, I want you to ask yourself,
does this really need my involvement or can my team
(11:20):
handle it? Trust me. More often than you probably give
them credit for, they can handle it. And if you
are battling in your own mind about whether or not
they can or can't handle it, then ask yourself, what's
the worst that can happen if I let them take
the lead on this. If you're honest with yourself and
(11:43):
you see that it won't cause anything detrimental to happen,
the world won't collapse, and the task can still get done,
then step back and give them the ownership and the
space to do so. Now that we've taken some time
to dive into the common myths that leaders fall into.
(12:06):
I want to spend a little more time going into
how you can effectively model influence as a leader. As
you may already know, being a leader, and a good
one at that is not about what you say. It's
about how you show up and how you show up
every day because consistency matters. So I want you to
(12:29):
not only focus on shifting from those myths and beliefs
that we just went over, but I want you to
focus on what you can do, which is what you
have control over, to model being the example of how
you want your team to show up. The first thing
I want you to do is focus on being the
(12:51):
example and not the enforcer. Your team is going to
model you. You set the tone for what is considered
okay and normal in your teen's culture. If you want
them to communicate openly and collaborate with each other and
to be accountable, guess who has to do it first?
(13:14):
Exactly you do as their leader. So a good way,
in a simple way, to display this and encourage this
with your team is to own the mistakes you make.
It's okay to say I got that wrong, and here's
how we'll adjust. This shows them that you aren't above
the expectations that you set for them, and it helps
(13:37):
them build trust and accountability with you, and ultimately they
will model that as well because they aren't fearful that
doing so will result in retaliation or the impression that
they can't do their job. The next thing you should
model is communicating expectations clearly and insistently. Unclear expectations will
(14:03):
lead to frustration and engagement, so don't assume that people
just know what's expected of them. Make sure that it's
clear and reinforce it so. A way you can do
this is making sure that at your next team meeting
you're asking each person on your team to summarize what
their responsibilities are for a certain role that they're taking
(14:27):
on or a project. This makes it clear that everyone
is in alignment with what is expected, and if there
is confusion surrounding that, this is a perfect time to
gain clarity and maybe readjust if necessary. Next, build a
culture of two way feedback, because a good leader does
(14:50):
not just give feedback, they ask for it. It is
important for you to know what's not only just going well,
but what's going not so well when it comes to
your team, and you can invite them to share that
with you and as a perfect way, and I always
encourage this a perfect way to be of service to
(15:10):
your team and to get them comfortable with sharing feedback
with you. Simply ask what's one thing I can do
better as a leader or what's an obstacle that I
can take care of for you? This opens the door
for them to not only share it with you, but
to really be mindful about the ways in which they
(15:31):
probably aren't being supported or how things can be done differently. Next,
don't forget to recognize the wins and the efforts of
your team on a regular basis. Modeling this type of
recognition will help your team become more comfortable with recognizing
(15:53):
each other. Not everyone is motivated by their paycheck. Many times,
more often than not, you'd be surprised at how much
people simply want to be acknowledged for what they've done
and feel valued by the company and leadership they work with.
Modeling a culture of recognition can be done so informally,
(16:17):
but also formally. You can do this simply as a
shout out. You can buy a thank you card, celebrate
something simple or what seemingly is simple for the team,
or something big. Regardless of how you're recognizing someone, the
most important thing is to do it regularly. And lastly,
(16:38):
you can model a culture of influence by leading with
emotional intelligence. This is huge in leadership. The simplest way
to lead with emotional intelligence, in my opinion, is to
lead with empathy. This means not putting your emotions in
the forefront, but those of your team. This will require
(17:02):
you to focus on being an active listener, observing what's
happening with your team members and responding rather than reacting
to them. Because how they feel is important too. So
if you happen to notice that someone seems disengaged or
maybe short, quick tempered, maybe just not acting like themselves,
(17:26):
it's important to not assume what's going on. Don't assume
that they're upset with what another coworker did or said
or didn't do. But check in, but do it with
care and just point out that you've noticed that they've
been quieter lately, that they seem bothered, and simply ask
is everything okay. It's a very simple approach, but it
(17:49):
allows you to approach them by acknowledging their humanity and
focusing on the person. Then the professional if you have
any questions about this episode, I would love to hear
from you. I could be reached via email and that
address is Culture at Business Advocates Pro, which is left
(18:10):
in the show notes. And I would also love it
if you could leave an honest rating and review an
Apple podcast or wherever you're listening from and share this
episode with someone else if you found it valuable. Remember
that leadership is not about having all the answers. It's
not about being superhuman, and it's not about controlling everything.
(18:33):
Leadership is about being of service and more importantly, modeling
the behavior that you want to see. No team is perfect,
no employee is perfect, and therefore no leader is perfect either.
And your team isn't looking for a perfect leader. They're
looking for a leader who is authentic, real, consistent, and committed.
(18:58):
Take the shifts that you learn learned in this episode
today and put them to the test. Make them actionable
practices as you get started with cultivating the team culture
and dynamic that is supportive of each other, that is collaborative,
and that is engaging. And when you make the shift
(19:21):
from leading according to the old leadership myths that we've
heard over the years to modeling and leading with influence.
You'll see the culture of your team transform to one
that you're proud to say that you've influenced. Have a
great week.
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