Robert Glazer

That's how they operate.

They're all different for each of us.

They trust their team.

They keep them close.

They have a small circle.

Honoring that, understanding that about other people, because most issues are communication issues.

What was happening was a leader who has, and every time this has come up and you ask them this, if someone on their team was a little bit late, missed a deadline, couldn't be found at four o'clock, that strikes like, this is someone who can't be trusted.

And then using that to your advantage to be the kind of leader that's authentic.

I am a totally different leader than the other people in my organization.

And I would say, I'll say to people, this is why you'll hate working for me, or this is why you'll like working for me.

And they put them in a penalty box and locked the key.

And these people didn't know about it.

It's the same thing.

So I'm just going to lay it on the table for you and you can decide.

So once they have that awareness and when they understand these things, but they would go to their team and say, look how you're my new employee.

Trust is really important to me.

And I am going to give you trust and you're in my circle.

But by the way, once it's broken, it's broken.

And here are some of the things where that can happen.

Well, now you're leading with that and you're using that.