The basis of this video is that it is natural for us as people to require safety in order to trust and follow others–particularly leaders. Safety in its many forms surfaces as trust, which leads to willingness to act on the behalf of others, which makes us closer as a human unit, tribe, or community.
I am a huge fan of how Sinek has drawn similarities in how we as 21st century humans respond to survival and safety in comparison to early humans who experienced threats against their lives as opposed to their livelihoods.
As I look to lead a new team of strong willed individuals and attach myself to quality organizations, I listened closely to what makes a strong leader and an organization that provides safety that yields engaged performance.
Simon Sinek has a reputation of really peeling back the layers of how people tick. He has one of the most famous TED talks entitled ‘The Golden Circle’ (see below).
The second game of the 2014 NBA Finals is over, and I’m watching The San Antonio Spurs head coach Greg Poppovich discuss his team’s performance in a very accountable fashion. Who contributed? Who made appropriate adjustments? What can they do better next game? I watch Tony Parker and Dwayne Wade do the same thing–and I’m thinking–what would that look like in the business world? No hiding behind email, long weekends, PC conversations, or concern for hurt feelings–just raw instant accountability and feedback.
Now, picture your company’s logo splashed across a tablecloth– set high atop a platform where your boss sits. Here he would report to the senior leaders and the industry you belong to –how YOU and your coworkers performed minutes ago on a deliverable. Who contributed? Who could have done better? Who has the largest “opportunity”? The worlds greatest athletes not only face constant scrutiny and access, but the ultimate in. Instant 360 feedback.
If you haven’t experienced some form of 360 feedback you are missing out on an opportunity to have true insight into both how others view you, and possibly what humble pie tastes like. What would this type of accountability do for your existing team? Would it bring turmoil, truth, or trust? Wouldn’t it lead to growth if you were committed to receiving the feedback? We may never experience the bright lights of top college and professional accountability, but that doesn’t mean we shouldn’t strive to replicate it.
Next up to the podium– [Your boss’ name here]…
This has been “the year of the mentor” for me in 2013.