![]() If you don’t have the 18 mins and want to know what are the 5 rules that he talks about quickly, they are as follows: Go after the things that we want: I highly encourage to watch the video below (about 18 mins). He shares these lessons through some very interesting and compelling stories. It is the best gifted natural leader who's creating an environment for everybody else to succeed, even if it is not the highest individual performer as such.I came across this video where Simon Sinek talks about 5 rules to live by. Equally if you ask "who do you trust more than anybody else" they will also point to the same person = the high trust/medium performance guy. If you ask any organization or team " who's the jerk?" - they all will point to the same person. The so called careerists where performance is "the master" and trust is "the disaster". And these people - unfortunately - are fairly easy to find. Which is not sustainable for the long run and which ends up - sooner or later - to destroy the team and eventually the organization (in terms of results of course). And the smile on our faces and the satisfaction after a day's work.īut all our plans, our budgets and our forecast's are build on performance KPI's so we are ending up promoting and bonusing toxicity in our business. Or any other interhuman feeling which is the glue and the oiling of any activity we are doing. The problem we have in business is that we have lopsided metrics : we have an almost indefinite number of KPI's to measure somebodies performance and almost none (if any) metric to measure somebodies trustworthiness. And ST6 concluded that they rather have somebody in the yellow quadrant (high trust, medium performance) or even below (high trust, low performance) over the grey quadrant person. But what they (ST6) have learned is that those who are in the grey quadrant ( low trust, high performance) are a toxic leader and a toxic team member. Of course nobody wants those in the red quadrant ( low trust and low performance) and of course everybody wants those in the green quadrant (high trust and high performance). If we speak about trust we talk about firm belief in the reliability, truth, or ability of someone or something of which empathy (the ability to understand and share the feelings of another) is a major component. If we take this two parameters and transpose them into our day to day business life we can have performance in the standard KPI's we have to fulfill : sales, revenues, calls, number of pieces produced, invoices processed. Or as they charmingly put it : "Performance - can I trust you with my life" and "Trust - can I trust you with my money and my life?". The way they measured it is "Performance = on battle field" and "Trust - of battle field". The answer to his question came in a form of a graph where on the vertical they wrote "Performance" and on the horizontal they wrote "Trust" they are the Best of he Best of the Best. Despite the official name changes, "SEAL Team Six" remains the unit's widely recognized moniker. Most information concerning DEVGRU is designated as classified information's and details of its activities are not usually commented on by either the United State Departament of Defense or the White House. The unit is often referred to within JSOC as Task Force Blue. DEVGRU is administratively supported by Naval Special Warfare Command and operationally commanded by the Joint Special Operations Command. In official terms, "Seal Team Six " is known as The Naval Special Warfare Development Group (NSWDG), abbreviated s DEVGRU (DEVelopment GRoUp) an is the United States Navy component of the Joint Special Operations Command (JSOC). When he was working with the US Navy Seals, Sinek asked them how do they pick their people for US Seal Team 6 ? And this article is practically not more than a narrative of this video as the subject is so obvious for the times we are walking into (and not only) after the COVID-19 crisis. ![]() And like every simple and obvious thing, it struck me because it was simple and obvious. You can find the link of it at the end of this article. A couple of weeks ago I saw a video of Simon Sinek called "Trust versus Performance".
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