In this special, Todd Robatin emphasizes the importance of presence over material gifts during the holiday season. He discusses how genuine presence fosters connection, creates lasting memories, and can heal emotional wounds. Todd also addresses the barriers to being present, such as distractions and societal pressures, and offers practical tips for cultivating presence in our lives. Ultimately, he encourages listeners to prioritize meaningful connections and to recognize that true abundance comes from the quality of our relationships rather than material possessions.

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In this episode of The Humble Throne, Todd Robatin explores the concept of quiet philanthropy and the importance of humble leadership. He emphasizes that true generosity does not seek recognition or applause but is rooted in sincere belief and impact. Through personal anecdotes and practical advice, Todd encourages listeners to engage in acts of kindness without the need for credit, highlighting that the most powerful contributions often go unseen but are deeply felt.

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In this episode, Todd Robatin discusses the importance of leading with humility and embracing differences in leadership. He emphasizes that true leadership is about making space for every voice and fostering inclusion through curiosity and understanding. The conversation introduces the 'Inclusion Arc' framework, which consists of noticing, naming, and nurturing differences to create a more inclusive environment. Todd shares personal anecdotes and reflections, encouraging leaders to ask humble questions and take action to honor the diverse perspectives within their teams.

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In this episode, Todd Robatin discusses the importance of leadership that embodies humility and accountability. He shares a powerful example of a senior leader who took responsibility for a team mistake, which fostered a culture of safety, risk-taking, and integrity within the team. This act not only changed the dynamics of the team but also set a precedent for how leaders should model behavior in the workplace.

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In this episode, Todd Robatin challenges traditional notions of leadership by emphasizing the importance of quiet influence. He argues that effective leaders do not need to be the loudest or most outspoken; instead, they should focus on listening and speaking with clarity. This approach not only transforms teams but also fosters a culture of consistency and value-driven mentorship.

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In this episode, Todd Robatin explores the profound impact of mentorship, emphasizing that true mentorship is about building trust and connection rather than merely transferring knowledge. He highlights the importance of listening, asking the right questions, and being present as a mentor. The conversation delves into practical steps for effective mentoring, encouraging mentors to reflect on their approach and to prioritize the needs of their mentees. Ultimately, the episode advocates for a humble and intentional approach to mentorship that fosters genuine relationships.

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In this episode of "The Humble Throne," Todd Robatin invites leaders to take a deep dive into the true essence of their organizational culture. "Culture Check" challenges you to look beyond polished mission statements and well-designed org charts to uncover the emotional residue of your leadership. Discover how culture is shaped not by what you say, but by what you leave behind. Through insightful reflections and practical questions, Todd guides you to evaluate the trust, safety, and clarity within your team. Tune in to learn how to conduct a meaningful culture pulse check and transform your leadership impact.

Transcript:

Welcome back to the humble throne, where leadership isn't just what you say, it's what you leave behind. I'm Todd Robatin, and today we're pulling back the curtain. This is episode 10, Culture Check. Today we're evaluating what's lurking beneath your leadership, because every leader creates culture. The question is, do you know what yours is really made of? Let's be honest. You can have a polished mission statement, a well-designed org chart, even a team that hits their numbers every single time. But beneath all of that fluff, there's a culture. And culture isn't what you preach, it's what people feel when you're not in the room. It's the emotional residue of your leadership, the tone you set, the behaviors you tolerate, the values you reinforce intentionally or not. And so today, we're doing a culture check, not to judge, but to reveal.Here's the real question. What's lurking beneath your leadership? Is it trust or tension? Is it clarity or confusion? Is it psychological safety or silent resentment? Because culture isn't built in meetings. It's built in moments, in how you respond to mistakes, in how you handle feedback, in how you treat the people who have nothing to offer you. It's not just what you say. It's about what you signal. Let's break it down. If your team hesitates to speak up, your culture might be cautious. If people avoid conflict, your culture might be conflict-averse, not peaceful. If feedback is rare, your culture might be polite, sure, but not honest. And here's the kicker. Culture is shaped by tone more than tools. You can have all the right systems in place, but if your tone is tense, dismissive, or inconsistent, that's what people remember, whether you like it or not. A senior leader once told me, I don't understand why my team's so quiet all the time. I've given them freedom. But when we dug a little bit deeper, we found something completely different.He gave freedom in a sense, but not safety. People were afraid to speak up, and it wasn't because of policy, it was because of tone. The leader was sharp, efficient, and results-driven, but they rarely asked questions. They rarely invited dissent, and they rarely paused simply just to listen. The culture, it wasn't toxic per se, it was just timid. And that's just as dangerous. Because when people feel unsafe, they don't challenge ideas. They don't innovate. They don't grow. They simply survive. And here's the truth. Culture is the shadow of your leadership. It follows you. It reflects you. And sometimes, it reveals what you didn't mean to create. That's why humble leaders do regular culture checks.not just performance reviews, but emotional audits. With that, here are today's humble truths. Number one, culture is shaped more by tone than by tools. You can't systemize safety. You must embody it. Number two, what's unspoken often speaks the loudest. Silence isn't neutrality, it's feedback. And number three, a humble leader asks, what am I not seeing? Because blind spots, they're not failures, they're invitations. Now these truths, they aren't just insights, they're mirrors. And if you're willing to look, you'll see what's really shaping your team and driving your culture. Now before we close, let's talk about what this actually means. What an actual culture check looks like.not just a guess at what it looks like. Because culture, it's not a vibe, it's a pattern. And patterns can be measured if you're willing to ask the right questions. So today, we'll call this our culture pulse check. It's simple, but it's not always easy. Because it requires humility. It requires humility, curiosity, and a willingness to hear what you didn't expect.start with three questions you can ask in your next team meeting in a one-on-one or even anonymously. And you can always ask more. These are just three to get you started. Question number one. What's one thing that we do well as a team? Maybe it's how you celebrate wins. Maybe it's how you support each other during tough seasons. Maybe it's humor, empathy, or transparency. Whatever it is, put a name to it, protect it, and build on it. That's what makes your team strong. two, what's one thing we tolerate that hurts our culture? And this is where the gold is, because every team has their blind spots. Maybe it's passive aggressive communication. Maybe it's favoritism. Maybe it's burnout that no one wants to talk about. But when you name what's being tolerated, you start reclaiming your culture and you have to start somewhere. Question three, what's one thing I could do differently right now to create more safety? Now this one, it's personal because it invites your feedback not just on the team but on your personal leadership. And yes, it's probably gonna sting. It usually does.but it's also the most important question you can ask because it says to your team, I'm not above the culture, I'm part of it. Now regardless of the question or the questions that you ask, here's the key. When you ask them, don't rush, don't defend, don't even explain, just receive the honest, true answers from you and your team.Because, let's face it, culture isn't built by control, it's built by curiosity. Let the silence do its work. Let the answers breathe. And let your team see that you're not just asking to check something off of some corporate HR checklist requirement because you had to. You're actually listening to understand and to grow as a leader. Because the moment you become defensive, your culture completely shuts down and closes off. But when you stay open, your culture expands and grows into something beautiful. And here's kind of a bonus move, if you will. After you gather your responses, share what you've heard with your team. Not every detail, of course, but the themes. And ask the team, hey, did I get that right? And that one question, did I get that right?is the difference between performative listening and transformative leadership. So this week, try the culture pulse check. Not to fix everything overnight, it's not gonna happen. But to start a conversation that's been waiting to happen, but no one knew where to start. Because when leaders listen with humility, cultures begin to heal. Ask yourself, what's the emotional climate of my team?right now. What's being tolerated that shouldn't be? And what's being missed that deserves my attention right now? And when you get those answers, address them immediately. Next time, we'll explore how true mentorship is rooted in humility, presence, and the art of guiding without overpowering. But for today, lead with awareness, audit your impact, and remember,Culture isn't what you say, it's what you leave behind. Thanks for joining me today on the Humble Throne.

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In this episode of "The Humble Throne," Todd Robatin delves into the art of maintaining accountability without resorting to intimidation. Discover how true leadership balances strength with softness, fostering a culture of excellence that doesn't breed anxiety. Todd explores the power of humble leadership to enforce accountability through clarity and support, rather than coercion. Learn how to guide your team back to their best selves with empathy and respect, transforming accountability into a tool for growth and alignment. Tune in to redefine your approach to leadership and create a more supportive and effective team environment.

Transcript:

Welcome back to the humble throne. Where leadership isn't a performance, it's a relationship. I'm Todd Robatin and this is episode nine, accountability without intimidation. Because holding people to a standard shouldn't mean holding them in fear. Today, we'll talk about how we lead with both strength and softness. How we build cultures of excellence without breeding anxiety and how humility isn't the opposite of accountability, it's the foundation of it. Let's be honest, most leaders struggle with accountability. They either swing way too hard using control, guilt, and tension, or they swing way too soft, avoiding conflict and settling for underperformance at every turn. But what if there's a third way? What if humble leadership could enforce accountability with clarity, not coercion? Because accountability isn't about punishment. It's about alignment. It's about helping people return to their best, not reminding them of their worst. Here's what accountability with intimidation sounds like. You messed up again. Don't disappoint me. Fix this, fast. There's a lot of tension there. But here's what accountability with humility sounds like. Let's walk through what happened. I believe you can do better and I'll help if you want. What's your plan to move forward with integrity on this one? You see, it's the same expectation, but there's a very distinct difference in emotional climate. In accountability with humility, respect stays in the conversation, while shame exits the building. And when people feel safe, they don't just admit mistakes, they learn from them, and they're willing to take on the support to change their actions. You know, a department head I worked with had a brilliant employee whose work just started slipping. They were late on deadlines. Their work quality was becoming lower and lower, and the tension in the office just continued to grow. People were gossiping behind their back. They didn't want to address the issue, but they knew that something was wrong. But this department head, rather than just issue a reprimand, they scheduled a quiet one-on-one and said to the employee, I've noticed a change. Are you okay? How can we kind of reset some things and get back on the right track? And that conversation unlocked a treasure trove of transparency that the leader was not ready to hear, but had to. Turns out the employee was burnt out and overwhelmed beyond measure. But with support and structure, not threats. They started to turn things around and the entire dynamic changed. Because accountability, everybody always thinks it has to be this demanding factor. You have to hit your deadline. You have to hit your budget. You have to have to have to have to do all of these things. But accountability doesn't mean removing the empathy component, but it does mean guiding people back to their excellence. back to their full potential and what you know as a leader they can accomplish with the right support and respect in place. And here's the result. The employee in this situation didn't just improve and get back on track, they became a culture builder. Someone that instead of being gossiped about at the water cooler or in the break room or after hours on social media, They became the person that was lifting everyone else up because they felt seen, heard, understood, respected, and not shamed. Here's the paradox of the whole thing. People perform better when they're respected, not rattled. Fear might get you compliance in the short term, but it rarely gets you sustainable excellence. And the humble leader holds the line on accountability, but at the same time holds space, too, for transparency, vulnerability, and care. Here are your humble truths for this week. Number one, clear expectations are greater than vague threats. People don't fear clarity. In fact, they crave it. When you name the standard, you actually empower people to meet it. Number two, support strengthens accountability. Accountability without support feels like a punishment, even when it's not meant to be. But when people know you're in it with them, they rise to the occasion. And number three, compassion is the foundation of high standards. You can be kind and still be firm. You can be empathetic and still expect excellence. They're not happening at different times. They can happen at the same time. Now let those settle because again, these truths aren't just ideas. They're invitations for both reflection and action. So here's a practical way to apply this this week in what we'll call the accountability reset. Before your next feedback conversation, ask yourself, What's the standard I need to reinforce? What support can I offer to help them meet that standard? And how can I communicate this with clarity and care? And then when you speak, when you communicate that clearly, lead with presence, not pressure. Ask yourself, where did I need to hold someone accountable without adding pressure or shame? And what would it look like to lead that moment with empathy and not ego? And then say, when you enter that conversation, I want to revisit expectations, not because I'm disappointed, but because I believe in your potential and I want to help you get there. That one sentence, that one request can change the entire tone of the conversation. Instead of the person feeling isolated, and attacked putting up their defenses, they lay down their guard, open up with trust and vulnerability, and clearly collaborate a plan to move forward and revamp their part on your team. Next week, we'll challenge surface-level leadership and examine the emotional undercurrents shaping modern teams. But for now, lead firmly, speak respectfully, and hold accountability with humility. Thanks for pulling up a seat and sitting with me today on the humble throne.

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In this episode of "The Humble Throne," Todd Robatin explores the profound impact of respect over fear in leadership. Discover how fear might yield quick results, but only respect fosters lasting loyalty and creativity. Through insightful stories and practical reflections, Todd illustrates the transformative power of respect-based leadership, where trust and humanity take precedence over control and intimidation. Join us as we delve into the quiet strength of humble leadership and learn how to cultivate a culture of respect that inspires true commitment and innovation. Tune in to redefine your leadership approach and embrace the enduring legacy of respect.

Transcript:

Welcome back to the humble throne where leadership isn't measured in compliance, but in connection. I'm Todd Robatin and this is episode eight. Our topic today, respect is greater than fear because fear might get obedience for a moment, but only respect earns loyalty for the long haul. Let's sit with that for a moment. Fear, it's fast, but respect, it's lasting. Fear gets results, sure, but they're quick ones. It's the shortcut. The do it because I said so approach. And sometimes in crisis or emergency, it might work. But here's the cost. Fear creates compliance, not commitment. It silences creativity. It erodes trust. Respect, on the other hand, it's slow. It's earned. It's relational. It's the kind of leadership that doesn't just move people, it grows them. You can make someone follow you out of pressure, sure, but you can't make them care about the situation, about the project, or about you. And that's where the quiet power of humble leadership becomes transformative. When people respect you, they don't just follow orders, especially not blindly, but they carry the vision with you. They challenge you. They stay when things get hard instead of run out of fear. Let's name the difference here between what we'll call fear-based and respect-based leadership, because there's a big difference. Fear-based leadership says, don't mess up. I'm watching you. Your worth depends on your results. Mistakes will not be tolerated. You see, it's rigid. It's reactive and quite frankly, it's exhausting. Let's look at the contrary. Respect-based leadership. Respect-based leadership says, I trust you. Okay, let's grow through this. You matter even when things are hard. Mistakes are a part of mastery. We'll get there. You see the difference? It's steady. It's human. It's sustainable and quite frankly, it's refreshing. But do you see the shift? Fear may create long-term wins or short-term wins. Fear may create short-term wins, but it also breeds anxiety, self-censorship, and high turnover. Respect, on the other hand, builds confidence, ownership, and long-term impact. You know, a client once told me that their CEO was brilliant, strategic, but terrifying. Every meeting felt like a performance review. People worked fast, but they rarely spoke up. They avoided risk. They even avoided truth. And as a result, innovation suffered horribly. Morale dropped dramatically and people stopped telling the truth or they left the team for good. Now contrast that with another leader, less flashy, more human. This leader asks questions, they listen deeply, they admit when they're wrong and their team, well, they have hard conversations, honest debates, they celebrate each other's wins and successes and their result, well, they're better. They're more sustainable. They're more rooted in trust and relationships. And because people don't fear leaders, they respect. They lean in, they take ownership, they grow. You see, respect starts with how you speak, how you listen, how you treat people when no one's watching. Fear, it's loud, but respect is consistent. Fear says, I need control. Respect says, I offer trust. And the humble leader, they know the difference. They know that influence isn't about pressure. It's about presence. It's not the loudest voice in the room. It's the one people turn to when things get hard and they don't know what else to do. Here are your humble truths for today. Number one, fear controls behavior. Respect shapes the culture. See, fear might get people to act and most times it does, but respect gets them to care holistically. Number two, intimidation fades quickly, but integrity lasts for a lifetime. The legacy of fear is resentment, while the legacy of respect is trust. And number three, People don't follow perfection. They follow humanity because vulnerability isn't weakness. It's leadership. So here's your reflection. When you're in leadership and you make a mistake, is there silence for success? Is your team quiet because they're aligned or are they quiet because they're afraid? and what might shift if you led from earned respect and not forced compliance? Would they speak up? Would they innovate? Would they ask questions? Would they feel heard? Now before we close, here's a practice we can all try this week. Simple, but powerful. We'll call this one the respect check-in. At the end of your day, ask yourself these questions. Did I listen more than I spoke today? Respect begins with presence. Were you truly available for others? Did I affirm someone's effort, not just their outcome? Because respect sees the process. Who did I acknowledge for showing up, even if the results weren't perfect? And did I lead with curiosity instead of control? Because respect invites dialogue. Where did you ask instead of instruct? And here's the powerful part. Take these questions and answer them honestly. Write down your answers. Review them. No judgment, no condemnation, no shame. Just awareness of where you are in the moment right now with your team today. It's an opportunity to learn how to do better tomorrow so that your team and yourself continues to grow. Because the leaders who earn respect, they practice it daily, consistently, and authentically. Next time, we'll explore how leaders can foster responsibility through respect and not fear. But until then, lead gently, be consistent. And remember, respect always outlasts fear. Thanks for sitting with me today on the humble throne.

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In this episode of "The Humble Throne," Todd Robatin delves into the power of humble teams. Discover how greatness is built by quiet collaborators, not loud individuals. Explore the importance of shared power, mutual respect, and emotional availability in creating teams that not only work well together but also shape each other's purpose. Learn how humble teams make a big impact by building belonging and community, and why contribution matters more than credit.

Transcript:

Welcome back to the Humble Throne, where leadership doesn't live in titles, but in trust. I'm Todd Robatin, and today we explore something sacred, the power of humble teams. Because greatness isn't built by loud individuals, it's built by quiet collaborators. This is episode seven, Humble Teams, Big Impact. Let me ask you something. When did team culture become about competition instead of connection? We've been sold this idea that the strongest teams are the ones with the sharpest performers. But I think the strongest teams are really the ones with the softest edges. Teams where voices echo, not clash. Where contribution matters more than credit. Where leaders share the throne. You see, humble teams aren't passive. They're powerful. But their strength is shaped by mutual respect, emotional availability, shared values, and a culture that celebrates contribution over control. These teams don't just work well together, they work well on each other. They shape each other's thinking, soften each other's blind spots, and sharpen each other's purpose. You know, a few years ago, I sat in on a team retreat. It was not a fancy venue, no keynote speaker, but just a circle of chairs, a whiteboard, a few markers, and a question at the top of the board that said, what does trust look like here? And one by one, people shared their stories, not statistics. Moments when someone stepped in quietly. Moments when someone stepped back gracefully. Moments when someone said, I've got you and meant it. And that team didn't leave with a new strategy, but they left with a new heartbeat for their purpose and existence. A similar nonprofit that I worked with, they had a small team, scrappy budget, but a big mission. They didn't have a flashy org chart or elaborate hierarchy, but what they did have was shared ownership. Everyone understood their role. But more importantly, everyone felt trusted. They made decisions by asking, what serves the mission, not just me? And their impact? Well, it's scaled faster than teams three times their size because humility kept ego out of the strategy room. Let's talk about this idea of shared power. Because in humble teams, power, it's not a pie. It's more like a potluck where everyone brings something, everyone shares something, and no one leaves hungry. Shared power means that decisions are made with others, not for others. Credit, it's distributed, not hoarded. And feedback, it flows freely without fear. You see, it's not about flattening leadership. That doesn't really get you anywhere either. But it's about deepening it in respect and purpose. And let's pause here for a moment. Think about your team, whether it's your workplace, your family, your community, your friend group. Ask yourself these questions. Who in our team feels safe to speak up? who gets celebrated and who gets overlooked. What stories are being told about success and how are we handling that? Because you see, humble teams, don't just build results. They build belonging and community. Humble teams make a big impact because they're rooted in care, not control. They build safety. They practice feedback that's honest. They don't compete for a throne. They build one together. Recently, a leader came up to me and they were frustrated beyond measure. His team was completely disengaged. He had tried incentives, deadlines, even pep talks. But the more we talked, we found the issue wasn't really motivation. His team had that. His issue was recognition. His team didn't feel seen. They felt managed, not mentored. And so he made one change. Every Friday, he wrote an individual email, just one, to someone who had quietly made a difference that week on his team. And six months later, retention was up. Morale was up. And he texted me and he said, I finally feel like I'm leading again. and that we actually are making a difference. And with that, here are today's humble truths. Number one, a humble team is stronger than a brilliant ego. They don't need a solo hero, they build shared momentum that makes the difference between burnout and breakthrough. Number two, trust isn't built through hierarchy, it's built through humility. When leaders admit mistakes, ask for feedback, and show up vulnerably, they create psychological safety. And when teammates feel safe, they're willing to take risks, speak up, grow, collaborate, and do things together as a team instead of independently in fear. And number three, contribution is greater than credit, always. In Humble Teams, the question isn't who did it, it's did it move us forward? Because credit is fleeting, but contribution is foundational for long-term impact. And let's go deeper here with a few questions to reflect with this week. And this might take a little bit to walk through. But ask yourself these questions. What does your team culture reward? Volume or value? Because how you answer that question will determine your impact on each other, your clients, and the world. Who's quietly leading on your team without any recognition? And how can you recognize them? in the future. How can you celebrate collaboration more than performance in a way that everyone feels seen and appreciated? What's one small ritual you can start to build trust right now with everyone in your circle of influence? And the last one, how do you respond when someone disagrees with you? Do you defend or do you listen? Now, this isn't an easy process to reflect. Build and implement a plan and then consistently be present in humility to accept the answers that are true and raw. But it's in something that changes the trajectory of your team, your community, your family, and ultimately you too. It changes your trajectory from just checking things off of a list every single day to looking back and understanding what you've done and how you can grow personally so you can grow together on a bigger and grander scale. Next week, we'll explore the respect versus fear paradigm. We're gonna have an emotionally intelligent reflection on why the most enduring leaders earn loyalty - not submission, and how humility outlasts intimidation over time. But for today, remember this, no throne holds its shape without the people who built it and those that sustain it. Thanks for sitting with me today on the humble throne.

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