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....

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,...

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...

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...

In this episode, Todd Robatin discusses the importance of empathy in leadership, contrasting it with ego. He emphasizes that empathy is not a weakness but a strategic skill that fosters trust and understanding in teams. Through various examples, he illustrates how leaders can practice empathy to create stronger relationships and improve team dynamics. The conversation highlights the need for leaders to pause and consider the feelings and perspectives of others, ultimately leading to more effective and compassionate leadership.

Transcript:

Welcome back to the humble throne, the space where quiet leadership gets loud in all the right ways. I'm Todd Robatin and today we begin season two. This is episode six, empathy over ego, because sometimes the most transformative leadership starts with a choice to feel before we fix. Let me tell you something I've learned over the years. Ego wants the last word, but empathy wants the whole story. Ego rushes to defend, but empathy pauses to understand. And in today's world, leaders aren't just being asked to deliver results. They're being asked to be human. You see, empathy isn't weakness. It's strategic emotional intelligence. It's the ability to hold someone else's experience with care, even when we feel uncomfortable. And especially when we feel misunderstood. Because empathy says, see you, not just I need something from you. And in workplaces, families, and communities, that shift changes everything. Think about the last time someone truly listened to you. Not to fix, not to advise, just to understand. What did that feel like? Now flip the script. When was the last time you offered that kind of space to someone else? Because empathy is a mirror. It reflects what we're willing to hold for others and what we're brave enough to receive ourselves. You know, a manager I coached once was navigating a pretty big conflict with her team. She kept asking, why don't they trust me? Something seems off and I can't figure it out. And eventually she realized she hadn't taken the time to listen. She had great ideas, impressive credentials, but there was no relational bridge with her team. And so we sat down and we reframed her next team meeting. She opened up with one simple question to every person in the room. She asked, what's one thing you wish I understood about your work? And it changed the room. The answers, they were brave. They were honest. They were transparent and raw. But here's the thing. She didn't interrupt once. And that's empathy. Letting others lead the emotional dialogue just for a moment so you can understand. And empathize instead of just dictating orders. And here's the paradox. Empathy strengthens authority, not erodes it. Because when people feel understood, they respond with trust, with loyalty, with honesty. And ego, well, it might get obedience, but it rarely earns true, authentic commitment. Ego says, I need to be right. Empathy says, I need to understand. Ego says, let me prove my point. Empathy says, let me hear yours. And here's the truth. Most of us toggle between the two continually. Even the most emotionally intelligent leaders and available, they feel the pool of ego. But the difference is they notice it, they name it, and they choose empathy anyway. And with that, here are today's humble truths. Number one, empathy isn't a feeling. It's a skill. You can practice it. You can strengthen it. You can lead it. Number two, power grows when ego shrinks. The more space you make for others on your team, on your family, in your community, in your life, the more influence and trust you earn. And number three, the best leaders are emotionally available, not emotionally reactive. They respond. They don't explode. They hold space, even when it's hard. So let's sit with these for a moment. Think about a relationship in your life, professional or personal, where tension exists. And ask yourself, am I leading with empathy or protecting my own ego? Now, this...

In this episode, Todd Robatin explores the concept of legacy, emphasizing the importance of quiet influence and the impact of those who shape our lives without seeking recognition. He discusses how true legacy is built through consistent actions and relationships rather than public accolades. Todd encourages listeners to reflect on the quiet leaders in their lives and to practice presence, kindness, and humility in their daily interactions, ultimately leading to a more profound and lasting impact on others.


Transcript:

Welcome back to the humble throne where leadership lives not in the spotlight, but in intention. I'm Todd Robatin and this is episode five, legacy in the background. Today, let's have a conversation about influence that doesn't make headlines, but shapes lives, communities, and even the world. Have you ever traced a life-changing moment back to someone whose name rarely gets mentioned? If at all, maybe it's the mentor. the friend who showed up, the manager who quietly protected your growth, the parent who chose presence over perfection. That's legacy, and often it lives in the background. We spend so much time chasing visibility, titles, ⁓ traction, recognition, status, how many followers we can rack up, how much money we make. But the humble leader knows legacy isn't built by being seen. It's built by what others carry because you were in their lives. And sometimes the most powerful impact is never traced back to them at all. It's not just an inspirational quote or a good deed from time to time. It's the whole relationship experience that defines legacy. I once heard a story about a janitor at a local school. They've been there for over 20 years, but most people don't know their full name. But here's the thing, you ask any teacher, staff member, parent, coach, or student, and they'll tell you they make this place feel safe. They always smile. They remind me that someone cares. And that is legacy at its core. Not something that's written in policy or... rewarded with trophies, bonuses, or their face on the front page of the school newspaper, but impact ⁓ etched in memory that's verbal, physical, emotional, psychological, and at times even spiritual. And here's the thing, they never asked for recognition, they never posted about their work, they just show up. Day. ⁓ day with quiet consistency and that's what makes it powerful. That's what makes it real. You see the question isn't will I be remembered? It's will something I did continue without me and if so was it kind? Did it elevate others? Did it shape the culture even in small silent ways? And the reality is It's not just in the workplace. It's in your families, in your friend group, in your community. In every aspect of your life that you're involved in, there is a legacy that you leave. It can be good. It can be bad. But you chart that legacy throughout your life, wherever you go. With that, here are today's humble truths. Number one, legacy lives in habits. not headlines. It's the way you show up consistently, not the one-time speech. Number two, impact isn't always visible, but it's always felt. You may never know who helped you or how that one small moment shaped their life, but they'll know. Number three, you don't need recognition to be remembered. The most meaningful legacies are often anonymous, and that's a good thing. So here's something to consider. Take a moment this week to reflect on the quiet leaders in your life. Who shaped your values, ⁓ your passions, your integrity? Not the ones who shaped you from a stage, who gave you advice from a great speech, but the ones who modeled integrity when no one was watching. Maybe it was a coach who never raised their voice, but always made you feel seen. Maybe it was a grandparent, my great grandmother, who didn't really say much, but when she did, it always made you feel loved. And her presence always made you feel like home. Maybe it was a colleague who quietly...

In this insightful episode, we tackle the delicate balance between burnout and bravado in today's fast-paced world. Explore how the pressure to appear strong and invincible can lead to exhaustion and stress. We share real-life stories and expert advice on recognizing the signs of burnout and the importance of vulnerability in leadership. Learn strategies to maintain your well-being while still achieving your goals. Whether you're feeling overwhelmed or striving to support others, this episode offers valuable guidance on navigating the fine line between pushing forward and taking care of yourself.

Transcript:

Welcome back to the humble throne, where leadership isn't about pushing through, it's about knowing when to pause. Where leadership sheds its armor and steps into truth. I'm Todd Robatin, and today we're tackling a quiet epidemic. A tension that lives quietly inside so many leaders, and yet we don't like putting a name to it. That's right, we're talking about burnout. Disguised as bravado. It's that moment when I'm fine becomes your default. When showing up starts to feel more like survival than service. And when the applause gets louder, but your energy gets lower or is completely gone. This episode is for the leader who's been powering through, but is starting to wonder what's the cost of pretending like I'm okay. The reality is if we don't talk about this tension. between the ⁓ pressure to perform and the need to rest will keep honoring exhaustion like it's excellence and something we need to attain. You see, leadership culture and the societal script we've all been handed to follow as leaders for so many years has a major flaw. We celebrate the ones who stay late, who hustle hard, the ones who never flinch, at least on the outside. This script says things like, push harder, show no weakness, keep going no matter what, and if you're tired, smile anyway. If you're overwhelmed, just work smarter. If you're hurting, don't let it show. You've got people that are watching. They can't see you like that. But underneath that facade, all that applause and accolade, or even a bonus or promotion or two, you find holistic depletion. Sometimes, loneliness like you've never imagined. The script rewards bravado. but it punishes vulnerability. And over time, this script becomes a trap that breaks you down completely to rubble in every sense of who you are. Bravado says, I got this. But burnout whispers, ⁓ sometimes screams, but I don't know how much longer I can take this. You know, a few years ago, I met with a founder. Let's call him Steve. He was relaunching his third startup and was expanding ⁓ rapidly. He had the press, the funding, the buzz. His calendar was packed solid, his inbox overflowing and out of control, and his team was growing at an insane rate. From the outside, he was thriving. But one afternoon, after our weekly team call, he pulled me aside and he said, Todd, I can't remember the last time I felt joy doing this. And you know, that statement hit me like a brick. I could feel the pressure of its words as they exited his mouth. And if you've ever been in this situation, even me talking about it might bring that back to your forefront. Because I'm sure at some point or another, we've all been there. But here's the problem. With Steve, He was successful. He was performing every role of leadership he could muster while at the same time abandoning himself in the pursuit of global expansion from the inside out. He was scorched and hanging on emotionally by a thread if there was even a thread left. But here's the thing, most people didn't have a clue because he was so good at bravado he would tell a joke in a meeting. He would tell a success story. He'd say a motivational quote and rally the troops. But he was still feeling out of place. You see, Steve didn't need another productivity hack. He didn't need a better calendar system. But he did need permission from himself and his team to be human...

In this thought-provoking episode, we explore "The Mirror Test"—a powerful tool for self-reflection and personal growth. Discover how looking inward can reveal hidden strengths and areas for improvement, helping you align your actions with your true values. Join us as we discuss practical steps to implement this introspective practice in your daily life, and hear from individuals who have transformed their paths through honest self-assessment. Whether you're seeking personal development or professional growth, this episode offers insights to help you face your own mirror test with confidence.

Transcript:

Welcome back to the humble throne where leadership begins not with loud answers, but quiet reflection. I'm Todd Robatin and this is episode three, the mirror test. Today we'll have a conversation about seeing ourselves clearly, compassionately, and completely. Because before we lead others, we must first face ourselves and not just the polished version, but the real one. The one that experiences ⁓ joy and success. and accolades, but also still experiences pain, loss, doubt, and discontentment. Let me ask you something. When was the last time you truly looked at yourself, not just in the mirror, but in motion, as a leader, as a parent or grandparent, a friend or colleague, a creator, or just a tenant? Not what others see, but what you ⁓ sense. Your words, your rhythms, your habits, your presence. You see, the mirror test isn't about appearance. It's not about vanity or ego. We can all put on a fake facade and act the part from time to time when the cameras are rolling. But a mirror test is about alignment. Do your actions match your values? Do your relationships reflect your integrity? Do your decisions echo your deeper truths? And here's the hardest part. Are you leading with your truest self from your truest self or just from your polished performance? Cause it's easy to build a name for yourself or to brand who you want to be around certain people in certain circles. But it's harder to build a life that feels like yours. One that doesn't feel like work 24 seven. but a life that is filled with worth, purpose, and meaning. Now years ago, I worked with a leader who did this test every single week. No fancy tool, just a journal, a mirror, and a question. He'd ask, did I show up with courage, kindness, and clarity this week? Sometimes he said, yeah, I did. And other times he'd circle one word and vow to try again. But... He kept coming back because he knew that growth doesn't happen in perfection or overnight. It happens in the return, in the constant pursuit of making yourself better than the day, the hour, or even the moment before. You see, self-awareness is not self-critique. It's compassion with curiosity. It's not about tearing yourself down and ripping apart your thoughts. your failures and successes. It's about asking, is this who I want to be? In my career, in my community, in my family, or even in my own brain. And if the answer is no, you don't punish yourself. You pivot, you realign, you recommit, you plan. We don't look in the mirror to shame ourselves. We look to remind ourselves, hey, I'm still in it. I'm still growing and I'm still choosing who I want to be every day. Because the mirror doesn't judge, it reflects. Now you see, I've done this test myself from time to time, and I'll be honest, some days I don't love what I see. I see impatience. I see distraction. I see moments where I choose comfort and convenience over courage and resilience. But I also see effort, growth. and someone who's still showing up. And that's what matters. And with that in mind, here are today's humble truths. Number one, the clearest leaders are often the quietest observers. They don't just react, they reflect. Number two, a mirror can offer clarity, but only if we're willing to see. Because avoidance is easy, but awareness is brave. And number three, self-awareness isn't a destination. It's a constant...

In this compelling episode, we delve into the often-overlooked phenomenon of imposter syndrome among top leaders and executives. Despite their success, many leaders grapple with feelings of self-doubt and inadequacy. Join us as we uncover personal stories and expert insights on how to recognize and overcome these challenges. Learn strategies to build confidence and authenticity at the highest levels of leadership. Whether you're a leader facing these feelings or someone looking to understand them better, this episode offers valuable perspectives and solutions.

Transcript:

Welcome back to the humble throne, where leadership is redefined through quiet strength and deep presence. I'm Todd Robatin, and today we're talking about something many leaders carry, but rarely name. This is episode two, Imposter Syndrome at the Top. Owning your space without losing your humility. Have you ever walked into a room, sat at the head of the table and thought, do I really belong here? If you have, you're not alone. And if you haven't, stick around because chances are someone you admire deeply has. What happens when the world believes in you, but you're not sure you do? Leadership isn't always about competence. It's often about doubt, especially the quiet kind. The kind we hide behind polished resumes, brave voices, and beautifully crafted reels and posts on social media. So today's episode is for anyone who's ever sat at the top and whispered, Am I really supposed to be here? First off, we have to realize imposter syndrome doesn't discriminate and isn't just for newcomers and a problem for newcomers. It doesn't care about your resume, your accolades, your corner office, the size of your team, or how much money you bring into the company every year. It whispers in the quiet moments when no one else is around. It shows up in the spaces between confidence and doubt when we least expect it. And it often hits hardest after success, when the spotlight is brightest, the self-questioning gets loudest. And here's the paradox. The higher you rise, the louder it can get. The more responsibility we carry, the less permission we feel to doubt ourselves. Why? Because visibility amplifies vulnerability. Because being seen can feel like being exposed. And here's the truth. Even humble leaders get haunted because they care. They reflect. They aren't driven by ego, but by impact. I once spoke with a CEO, someone I deeply respected, and they just led a major acquisition. They were praised publicly, celebrated privately, and yet over coffee they leaned in and said to me, sometimes I feel like I'm faking it. Like any minute someone's going to figure it out and it's all going to collapse. And to be honest, that moment cracked something open for me because it reminded me that even the most capable leaders carry quiet questions in their mind. I remember several years ago, I felt something similar in my own career. We'd gone through an acquisition of our own. And let's just say it was a chaotic transition. On the outside, I was the optimist who was everyone's cheerleader and believed the beautiful picture that was being painted by the incoming senior executives. But internally, I was scared out of my mind what a potential restructuring would do to my job, the jobs of my team, and everyone else. Or if we would even have jobs at all at the end of it. And as time progressed, we did get to a point where my position was essentially eliminated. but the local leadership for whatever reason still wanted to keep me on the team. And so they transitioned me into the safety and engineering department, something I knew very little about at first, and just said, be teachable and we'll figure it out. What resulted was them putting me in charge of two location wide projects in OSHA compliance and SOP system engineering. Something I had honestly always dreamed of doing for the company and something I was studying. in my bachelor's degree online at the time, but...

In this episode, we explore the power of quiet leadership and how it can transform organizations and teams. Discover the subtle yet impactful ways that leaders can inspire and guide without raising their voices. Join us as we delve into the art of leading with empathy, listening, and thoughtful decision-making. Whether you're a seasoned leader or just starting your journey, this episode offers valuable insights into the strength of leading softly. Tune in to learn how to sit softly on the throne and make a lasting impact.

Transcript:

Welcome to the humble throne, where leadership isn't loud and power isn't performative. I'm Todd Robatin, and today we take our seat. Not with noise, not with ego, but with intention. This is episode one, sitting softly on the throne. Let me start with a story. A few years ago, I was sitting in a meeting and the person in charge, title, authority, ⁓ accolades, positions galore, they walk into the room. They said very little. They asked a few thoughtful questions and then quietly just listened. No fanfare, no power play, and yet the entire room shifted because we could feel it. Presence without performance and that moment stayed with me because it reminded me that real leadership isn't always what we say but it's how we show up and that's what today is about the quiet kind of power the kind of power that doesn't need to be seen to be felt the kind of power that builds respect among individuals and makes everyone feel heard and appreciated not lost and forgot. Let's talk about the paradox of power. How do we lead with conviction while staying soft? ⁓ How do we hold authority without holding onto ego? The truth is it's not easy, especially in a world that ⁓ rewards volume, visibility, and velocity. But here's the truth. ⁓ Soft does not mean weak. Quiet doesn't mean passive. Stillness doesn't mean absence. In fact, some of the strongest leaders I've ever met in my life, in my career, in my community are the ones who speak last or don't even speak at all. Those that listen longer and who lead from behind. So let's break it down. Positions, they get handed to you. The presence, ⁓ that's earned. That's something of value. You can't just give out like candy to children at a fair. Titles, sure, they can open doors and they look great on resumes, but presence, ⁓ that opens hearts and builds real trust. ⁓ And presence isn't just about being in the room physically. It's how you hold yourself and lift up others in the room with you. It's the difference between commanding attention and cultivating trust and respect. I want to introduce you to a phrase that I believe has real power. It's two simple words, humble truths. Just simple reminders for leading with humility. And here are our first three. Number one, power doesn't always announce itself. Sometimes the most powerful person in the room is the one who says the least but listens the most. Maybe they're the leader that sits on the end and takes notes the entire time, asks a few intuitive questions throughout, ⁓ really just absorbs all of the knowledge and expertise in the room so that they can then summarize everything they've heard and build out a plan to lead with strength with everyone's input in mind. That is true power. Number two, influence grows in stillness. When we slow down, we create space for others, for insight, for clarity, for innovation. It means really taking those times when we're on a call or we're in a meeting and there's that weird awkward silence that we all hate. It kind of creates that tension in the room that nobody really likes, something kind of like this. And you think, okay, something should be there, right? It creates that weird ⁓ space that something has to fill it. But really what it means is as a leader, you sit back and allow others to have a seat at the table, to have a voice, ⁓ to bring some innovation, some creative thoughts, and that creates influence because you're giving them a leg up. You're...

Transcript:

What if leadership wasn't about being the loudest voice in the room? What if influence lived in grace and not dominance? Welcome to the humble throne. I'm Todd Robaten and I believe the future of leadership sits softly. This podcast isn't about ego. It's about presence. It's about emotional intelligence, legacy, and the quiet art of leading well. So whether you're a seasoned executive, a first time manager, a creative entrepreneur, or someone just rethinking what influence really means, you belong here. Each week we'll explore powerful themes like empathy, accountability, and humble teams that make a big impact. We'll unpack stories, dive into reflection, and ask the questions that most leaders avoid. Because the throne isn't just a seat of power, it's a place of purpose. So pull up a chair. It's time to lead with less noise and more depth. This is the Humble Throne.

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