This theory is correct. I acquired a business several years ago with 45 employees. I fired a dozen of them and hired by personality only. My employee turnover rate was less than 5%. The average store’s turnover was 25%. After 8 months the CEO flew out to meet. He wanted to know how my location was able to retain employees. I told him the other locations hired based on skill set but the people’s personalities were toxic. I hired by personality and if they fit the team then trained them. My teams all got along and it was one of the highest performing locations out of 3000 stores in the USA.
One of the greatest failures of the school system worldwide is training young men and women to do a task, and not train them whatsoever to be a good, trustworthy, stand up person who has high synergy with others.
I work as an engineer in a union shop and the only bad thing I have to say about unions is that they protect everyone even the toxic abusers. The toxic people are the ones that use the union resources the most because without constant aid, they would get rightfully fired. But the union needs them to keep paying union dues and promote the union for all the good it has done then, namely saving their job after such bad behavior. Removing the cancerous tumors is necessary to save the life. Overall, I’m happy the union exists because they are able to live much better lives when they are not living paycheck to paycheck.
@@BrianGivensYtubeyea, I’m happy unions exist overall. Sure some folks abuse them but I take the good with the bad. At the of the end day, you have the option to have a fighting chance against unfairness / injustices in the workplace with a union. I’ve worked in companies without a union and boy, if management is against you even gif you’re in the right, it’s a battle you won’t win.
I had a very similar experience in retail management several years ago. I took over a store that had been one of the top performing stores but had become one of the lowest performing stores in the division. When I arrived, I immediately recognized the problem -- all the sales associates were all about themselves and were against everyone else. The tension in the building was like thick fog. They beat up the warehouse/delivery guys, the office workers, and even the custodians. They over-promised and under-delivered 100% of the time, then blamed others for their lack of success. I promptly fired all four sales associates and worked with a local college to recruit some smart people with great personalities who were looking for entry level positions is business. We trained them to be sales professionals and they exceeded everyone's expectations. Within a year it was apparent the store would soon be a top performer again.
I can't believe how much truth he fit into 2 minutes and 27 seconds. This is true everywhere, but it is most true in the most competitive realms - sports, business, and the military. Spot on.
I run a specialised business in a remote community and can never find skilled staff. A few years ago I stopped employing on skill levels and just employed the best PEOPLE I could. Business has boomed ever since and in the worst skills shortage since WW2 I have maintained full staff levels at all times, with incredibly low staff turnover. It works
I love this and it is very true. I don't own a business. But I lead a team. I will always take choose someone I can trust than a great performer I can't trust when the chips are down. The same goes for working for others. Sometimes there are middle management you can't trust, but are good at being seen to be the boss and behaving like so. And I find that people start to quit or quiet quit when that happens.
How to be at work when basically I have to check, verify, and qualify what others tried to prove in the industry, it happens to be insufficient, I tell and demonstrate them so, end up being the black sheep when I am the only one telling truth? They are all lying and pretend they're doing "good things"...
What did you mean by trust. You say you would choose a person you could trust. What are you looking for that satisfied you that a person is trustworthy
I managed engineering and technical organizations for 30 years and I agree with him. I combined performance and trust into respect. You don't respect an asshole. How could you learn if you could trust someone? You asked them a question to which you knew the answer. You could trust them if they were truthful or even said they didn't know, but not if they spun a yarn.
As a self identified MPHT manager this is so relatable. I find as I continue my mission the greatest threat is fellow managers trying to let you fail ‘I’ll show him’, or workers who will take advantage of your high trusting environment. The cream, however, will readily rise to the top.
🎯 Key Takeaways for quick navigation: 00:00 🏋️ *Military selects based on performance and trust, valuing trustworthiness alongside battlefield skills. Toxicity arises from high performance but low trust.* 01:48 🛡️ *Organizations prioritize performance metrics over trust, leading to toxicity. Trustworthy leaders foster team cohesion and long-term success.* Made with HARPA AI
What you said made complete sense Simon. Unfortunately, nearly all businesses reward those in the top left corner! The moral of the story for me is that when toxicity is pervasive, it only keeps promoting such people and punishes the trustworthy and even medium performers.
Good point. My only qualm with this presentation was that he said “we have little or no metrics to measure trust”. I am sure that we have lots of them but they are never disseminated tot he general public. Because being a trustworthy person correlates to how to comport yourself when you believe “no one is watching”. So you will never know you are being tested until the test has concluded. A couple movie examples that come to mind are “The Circle” and “Ender’s Game”.
This is why at our work they measure our bonuses based on metrics it is easy to cheat on. Also our QAs are based on meaningless box checking. So you can have someone who is polite on the phone., shitty at their job as they speed through accounts that the rest of us have to fix later on. And we wonder why we are 1-2 weeks behind in accounts we manage. Because the high performers are not really performing highly. They are merely performing quickly. Leaving the rest of us who take the time to do it right to suffer in the middle of the bonus rankings, doing most of the work correctly. I love my job but I have recently decided it may be time to leave. I refuse to work for an employer that rewards poor work ethic.
So true. I worked for a co. that had Bubbly Personality and BrownnoseAbility instead of performance. Result: Corruption and low performance in management.
Profound! The trust part is more complex and can be more personal, but building trust has a lot of factors, of which I''ve remembered these five: Competence, Commitment, Caring, Benevolence, and Predictability.
Thanks for validating my people selection criteria - you can teach someone a skill - but hard to teach those innate abilities and behaviours needed for successful teams!
Modern corporations destroy the trustworthy people. I left the corporate world. Toxic as hell. While I was working there a number of people thought I was their manager and didn't even seem to know who their real manager was after being there for almost 2 months. This was in what is considered a top tech company. A joke. So happy with my new change of career.
Many organizations turn a blind eye toward toxicity. “Did the job get done on time?” is what the shareholders want to know. Not “Did anyone’s feelings get hurt?” And especially now where we even give the time of day to people because they’re “special.”
In all of the different size business I worked at, very rarely the HPs were a-holes and a-holes were HPs but also very rarely the HPs were valued and rewarded accordingly.
Yeah. Maybe it's different with the SEALs/ other military, where they might have some big alpha ego, who'll be HP<. In my field (IT) the HPs are often introverted and the only time they act as a-holes is when they are frustrated. For me, the bigger a-holes are those who are LP and act like they are the best
@@panda4247 Yup, I am in the IT field too and based on a test done by the company like 20 years ago, I am an extrovert. Still, the work ethic among "good" IT people is always the same from what I have seen. You are right, those acting like hotshots or taking credit for others' work. Sometimes they are colleagues but sometimes they are your sup or manager which is worse because that is when the real worker bees (unsung heroes) get ignored, passed on for promotion and hardly ever rewarded accordingly. Additionally, Mr. Sinek considers them as a part of world's biggest organization but it is not a corporation, meaning out for profit. When $$/profits is involved, that is when the corruption and injustice starts.
I think I lead but people usually don´t me see as a leader but "just" a team member. (I produce music for a living.) It kinda bothers me ´cause I think I´m good at building teams and getting the job done without being an a-hole. But at the end of the day I try to put my ego aside and think it´s enough that I know what I´m doing - even though others don´t see it. This video just reminded me of the fact that we don´t naturally think kind and emphatic people as leaders. The assumption usually is you need to be a bit of an a-hole.
Hired people for the last 35 years of my life. Always went with those i felt i could trust even if they were mediocre. I did by intuition. Navy Seals confirmed my “gut feeling”. 😂🙏
AMAZING video. I feel like all my 4 managers in my department should watch this. They are all of course in the bottom left corner, but hey, maybe they can learn something.😂😂😂
Leave a job because of toxic workplace, however those toxic colleagues get promotion eventually because of their high performance, that is when you know it is not a good company worth staying anymore
very brilliant. I have seen something similar in an old article by Jack Welch. It was related to the people to fire first in your company. Not the low performers but the high ones, when their VALUES are bad
And usually, but not always, those people with low trust are extroverts, because they dont longterm bond with people. Introverts who bond longterm have more trust. Just my own experiment. ❤ I would give my money and everything to a introvert but not an extrovert, who might "forget" whose money is that. Introvert would never accidentally "forget".
I agree on this, however not always the highperformance worker are untrustful. I work in health, which is not the same situation than a regular bussiness company, the patience need high skilled people, and also need true comments on what is the best for him/her. What if you have underperformance people, also untrustful to the hospital, but they look trustful because they cover each other backs (when they are doing something wrong, like leaving work early as a constant or hiding data or just not working. The higher performance gets sick of that too, because it feels like doing all the job, but if you add to that the backbite, the comments. Everytime you have a highperformance you could train that performance to be trustful, because it is easier to train one people (especially a high performance). For me this is the same than taking out of bussiness a great singer or a great actor because he is seen as difficult. I am quite sure we will regret that. Maybe just maybe a high performance who is not getting along is not because he/she is a psycopath, may be just may be there are something else going on there and if you have the will to find that and fix it, you will not have a regular workplace but a great workplace.
Have you ever tried to ask to a high performance percieved as a untrustful to create trust in first place? Because maybe just maybe you are leaving behind a really good worker who doesn’t know what you need. Because this talk gave me this bad feeling of missing a good singer that is amazing just the people producing his records are considering him/her difficult or whatever. That happened to Kathy Perry, for instance. Just keep in mind that sometimes when your are judging the trustfulness you could be wrong.
Holy shiet... Thats why i always notice , the Military people are always something else....(the mindset) Their prespective of approaching things is completely different than civilians they are just extraordinary and balanced than most people you come across.
Trust. Trust in what specifically? Define trust? Then that leads to a toxic workplace? What specifically is a road that leads to a toxic workplace? There are so many holes in this presentation… A) trust is subjective, so at best intersubjective. It’s not a thing it’s not objectifiable! It’s a feeling and therefore led by a persons thinking
Trust is an emotional feeling built from & based on various actions of the person you are talking about. Either you trust a person or not trust. We humans can never trust a person with something and then not trust the same person with something else. Here I am talking of a person you are dealing with on a daily basis. Not a one off. For e.g. you trust a Doctor with your medical condition but not your money. That is called customer / client relationship and is strictly professional, but does not reflect on the personality of the individual.
The AHs are often also sycophants, kissing up to the bosses and “punching down” to use Adam Grant’s term. The best people to identify the AHs, are those at a lower level in the organization.
I have a boss who is a sharp, smart, and cunning business woman. She’s one of the sharpest woman I’ve ever worked with…but I will absolutely throw her under the bus given the chance. Every chance she gets she’s always bad mouthing someone, always using intimidation and thinly veiled threats to get you to perform, and criticizing your every move despite it not being related to your performance or even critical. She’s a top tier performer but her character is just bottom of the barrel.
One thing I have to give Simon Synek is that he knows how to tell stories. People tend to forget how human nature works. If you bought comedian tickets and tonight is the night, you gonna start laughing right out of the bed in the morning. You’re gonna have a good time all night and you gonna be talking about it for days after. Even if the comedy was not that good. The people we see in that audience is ready to say that everything Simon says is the truth. But he asked Seals and forgot what human nature is. Competition among a group will result in envy, jealousy, when somebody perform more than you, so it is easy to say that the best performer is, by default, the ass hole if the group. He or she will be casted out of the group and the group will love more the one who is not a threat to their career. So it is easy to manipulate a graphic to make a point. But what if you have the best performer of the group and that person is nothing close to being toxic? After that kind of presentation, will you be able to see that your best asset is also the best person to lead your team? Spreading that kind of nonsense is also a fraud. It creates a paradigm that will make sure you always have toxic people in your team and that you will always level by the bottom.
Imagine being in a large health "system" attached to prestigious universities 🤔...🤐. On the plus side, I'd could never call that set up a machine, too many big egos could get caught in the machinery 😇.
@@MB-nv1bj I'm based in the UK, where some of the health systems (known here as NHS Trusts or Foundation Trusts) I've worked in have names such as but not limited to X university hospitals and X university teaching hospitals; where X can be the name of a university. I also got my degree in a university linked to more than one fairly large NHS Foundation Trusts (aka Health System). I also did research in another university linked to more than one fairly large NHS Foundation Trust. So while most health systems around the world are not attached to a university, I stand by my statement. But I believed the word, "imagine" and my use of emojis would've shown my statement to be satirical. My apologies if that wasn't clear. And just to be clear, yes I understand in other parts of the world some health systems have no affiliations to universities, as I have had experience in some health systems in various parts of the world.
Of course you can, it's called therapy. That's a half joke and therapy isn't a catch all solution, but you can mentor people into being more self-aware, having more pro-social values, and practicing self-management, i.e. personal growth. How many coming-of-age and redemption stories are out there about shitty assholes becoming better people. It's hard and it takes work of course, but it's worth the investment.
@@TXBro38 I'd recommend peers you can respect and qualified clinicians/coaches. I don't think I, some random internet person who can't get to know you, would be the best option for you.
How many workplaces where you ACTUALLY have to perform like a sports team / gaming team / special forces team? A TEAM of sales people doesn't have act as a team. Completing paperwork + compiling reports and passing them up and down a chain of command - that ain't teamwork either For most working folks the only scope to add value to the company thru TEAMWORK is to work hard and not skive off ie. Make your deadlines
This is great and all but it sort of implies that a person’s performance and trustworthiness is fixed. Culture, i.e. the effect of other people in the organization, plays a significant role, and I would think Simon would be the first to point that out.
I don't see how it implies that at all? People can be higher or lower performing in a given year, even month on month. Trust is probably a longer term metric but again, it can change, people can move all over that graph and the person everyone points too when asked the question can change. I've seen it before in a workplace where suddenly it was asshole heavy and the company was liquidated 3 years later
"Trust" do what you say you are going to do and finish. Never go back on your word. You see, when it is all said and done, All you have is your word ! You don't keep to your word. You can't be trusted. No excuses, no blame, just own it and you will never want to be in that situation again. Unless your not a team player. Jim
This theory is correct. I acquired a business several years ago with 45 employees. I fired a dozen of them and hired by personality only. My employee turnover rate was less than 5%. The average store’s turnover was 25%. After 8 months the CEO flew out to meet. He wanted to know how my location was able to retain employees. I told him the other locations hired based on skill set but the people’s personalities were toxic. I hired by personality and if they fit the team then trained them. My teams all got along and it was one of the highest performing locations out of 3000 stores in the USA.
Nice! But are you not an asshole for firing them making you the high performer… 😂 only joking, congrats no one wants to work with toxic people!
One of the greatest failures of the school system worldwide is training young men and women to do a task, and not train them whatsoever to be a good, trustworthy, stand up person who has high synergy with others.
I work as an engineer in a union shop and the only bad thing I have to say about unions is that they protect everyone even the toxic abusers. The toxic people are the ones that use the union resources the most because without constant aid, they would get rightfully fired. But the union needs them to keep paying union dues and promote the union for all the good it has done then, namely saving their job after such bad behavior. Removing the cancerous tumors is necessary to save the life.
Overall, I’m happy the union exists because they are able to live much better lives when they are not living paycheck to paycheck.
@@BrianGivensYtubeyea, I’m happy unions exist overall.
Sure some folks abuse them but I take the good with the bad.
At the of the end day, you have the option to have a fighting chance against unfairness / injustices in the workplace with a union.
I’ve worked in companies without a union and boy, if management is against you even gif you’re in the right, it’s a battle you won’t win.
I had a very similar experience in retail management several years ago. I took over a store that had been one of the top performing stores but had become one of the lowest performing stores in the division. When I arrived, I immediately recognized the problem -- all the sales associates were all about themselves and were against everyone else. The tension in the building was like thick fog. They beat up the warehouse/delivery guys, the office workers, and even the custodians. They over-promised and under-delivered 100% of the time, then blamed others for their lack of success. I promptly fired all four sales associates and worked with a local college to recruit some smart people with great personalities who were looking for entry level positions is business. We trained them to be sales professionals and they exceeded everyone's expectations. Within a year it was apparent the store would soon be a top performer again.
I can't believe how much truth he fit into 2 minutes and 27 seconds.
This is true everywhere, but it is most true in the most competitive realms - sports, business, and the military.
Spot on.
Saw this a while ago, and this is how I've come to evaluate people in my life
This is completely BRILLIANT! Thank you for posting.
Of course!
Wow. Mind blown. So simple, yet, so true. Companies invest millions in the wrong research to find qualified candidates.
I run a specialised business in a remote community and can never find skilled staff. A few years ago I stopped employing on skill levels and just employed the best PEOPLE I could. Business has boomed ever since and in the worst skills shortage since WW2 I have maintained full staff levels at all times, with incredibly low staff turnover. It works
Performance on the Battle field
✔️skills
Performance out of the Battle field
✔️character
I love this and it is very true. I don't own a business. But I lead a team. I will always take choose someone I can trust than a great performer I can't trust when the chips are down. The same goes for working for others. Sometimes there are middle management you can't trust, but are good at being seen to be the boss and behaving like so. And I find that people start to quit or quiet quit when that happens.
How to be at work when basically I have to check, verify, and qualify what others tried to prove in the industry, it happens to be insufficient, I tell and demonstrate them so, end up being the black sheep when I am the only one telling truth?
They are all lying and pretend they're doing "good things"...
What did you mean by trust. You say you would choose a person you could trust. What are you looking for that satisfied you that a person is trustworthy
Short and to the point. Awesome video
I managed engineering and technical organizations for 30 years and I agree with him. I combined performance and trust into respect. You don't respect an asshole. How could you learn if you could trust someone? You asked them a question to which you knew the answer. You could trust them if they were truthful or even said they didn't know, but not if they spun a yarn.
Also a 30 year eng mgr. I also use this to learn trustworthiness but unconsciously.
As a self identified MPHT manager this is so relatable. I find as I continue my mission the greatest threat is fellow managers trying to let you fail ‘I’ll show him’, or workers who will take advantage of your high trusting environment. The cream, however, will readily rise to the top.
Absolutely stunning , Simon.xx
🎯 Key Takeaways for quick navigation:
00:00 🏋️ *Military selects based on performance and trust, valuing trustworthiness alongside battlefield skills. Toxicity arises from high performance but low trust.*
01:48 🛡️ *Organizations prioritize performance metrics over trust, leading to toxicity. Trustworthy leaders foster team cohesion and long-term success.*
Made with HARPA AI
It's a two minute video.
What you said made complete sense Simon. Unfortunately, nearly all businesses reward those in the top left corner! The moral of the story for me is that when toxicity is pervasive, it only keeps promoting such people and punishes the trustworthy and even medium performers.
Good point. My only qualm with this presentation was that he said “we have little or no metrics to measure trust”. I am sure that we have lots of them but they are never disseminated tot he general public. Because being a trustworthy person correlates to how to comport yourself when you believe “no one is watching”. So you will never know you are being tested until the test has concluded. A couple movie examples that come to mind are “The Circle” and “Ender’s Game”.
How manybdrinks did you have befou4 typing watt you said?
The Giver and Dune
The sleeper must awaken,♾️🌄🤯
The seal is INSANE how paradoxical but accurate this is, and to use "asshole" was on point.
😅 hole in the best way to load 😊
This is why at our work they measure our bonuses based on metrics it is easy to cheat on. Also our QAs are based on meaningless box checking. So you can have someone who is polite on the phone., shitty at their job as they speed through accounts that the rest of us have to fix later on. And we wonder why we are 1-2 weeks behind in accounts we manage. Because the high performers are not really performing highly. They are merely performing quickly. Leaving the rest of us who take the time to do it right to suffer in the middle of the bonus rankings, doing most of the work correctly. I love my job but I have recently decided it may be time to leave. I refuse to work for an employer that rewards poor work ethic.
Hire character, train skills.
True dat
I would.
& then they leave
@@AlamKhan-yt9wd of course, they were hired not bought.
@@kofkyokusanagi lol, that's the issue. You invest, they looking for better opportunity then you're in empty hand.
So true. I worked for a co. that had Bubbly Personality and BrownnoseAbility instead of performance. Result: Corruption and low performance in management.
The best thing about seeing Simon Sinek are the drawings. I’d pay a small fortune for an original signed Sinek.
Profound! The trust part is more complex and can be more personal, but building trust has a lot of factors, of which I''ve remembered these five: Competence, Commitment, Caring, Benevolence, and Predictability.
Trust and support is very important. Both of them have their place in any condition.
This video came right on time
Simple and clear, should let more managers to reflect
Thanks for validating my people selection criteria - you can teach someone a skill - but hard to teach those innate abilities and behaviours needed for successful teams!
So smart. Makes sense. We are human beings not robots. Trust over performance.
Wow! This just brought tears to my eyes.???!
Modern corporations destroy the trustworthy people. I left the corporate world. Toxic as hell. While I was working there a number of people thought I was their manager and didn't even seem to know who their real manager was after being there for almost 2 months. This was in what is considered a top tech company. A joke. So happy with my new change of career.
Spot on Simon. Work in finance and boy how this is true to point.
Many organizations turn a blind eye toward toxicity. “Did the job get done on time?” is what the shareholders want to know. Not “Did anyone’s feelings get hurt?” And especially now where we even give the time of day to people because they’re “special.”
Fax. Corporate America (and mindset) is only concerned with short term “results”. And gaslighting about negatives.
In all of the different size business I worked at, very rarely the HPs were a-holes and a-holes were HPs but also very rarely the HPs were valued and rewarded accordingly.
Yeah. Maybe it's different with the SEALs/ other military, where they might have some big alpha ego, who'll be HP<.
In my field (IT) the HPs are often introverted and the only time they act as a-holes is when they are frustrated.
For me, the bigger a-holes are those who are LP and act like they are the best
@@panda4247 Yup, I am in the IT field too and based on a test done by the company like 20 years ago, I am an extrovert. Still, the work ethic among "good" IT people is always the same from what I have seen. You are right, those acting like hotshots or taking credit for others' work. Sometimes they are colleagues but sometimes they are your sup or manager which is worse because that is when the real worker bees (unsung heroes) get ignored, passed on for promotion and hardly ever rewarded accordingly.
Additionally, Mr. Sinek considers them as a part of world's biggest organization but it is not a corporation, meaning out for profit. When $$/profits is involved, that is when the corruption and injustice starts.
I think I lead but people usually don´t me see as a leader but "just" a team member. (I produce music for a living.) It kinda bothers me ´cause I think I´m good at building teams and getting the job done without being an a-hole. But at the end of the day I try to put my ego aside and think it´s enough that I know what I´m doing - even though others don´t see it.
This video just reminded me of the fact that we don´t naturally think kind and emphatic people as leaders. The assumption usually is you need to be a bit of an a-hole.
I thought I was just a hol bro. I need an community of men to serve and get to know
Brilliant stuff... and dealing with this one issue can transform a team and lead to great success. Ignoring it will rip your team apart.
Hi bro
Hired people for the last 35 years of my life. Always went with those i felt i could trust even if they were mediocre. I did by intuition. Navy Seals confirmed my “gut feeling”. 😂🙏
This is what David Brent referred to years ago when he said: ‚I can show you a graph of trust vs. performance…‘ . I knew he was a genius.
Very well presented. Thank you!
AMAZING video. I feel like all my 4 managers in my department should watch this. They are all of course in the bottom left corner, but hey, maybe they can learn something.😂😂😂
Awesome. Nail to the head!
I immediately thought of my coworker and friend Austin 🤘🏼
Leave a job because of toxic workplace, however those toxic colleagues get promotion eventually because of their high performance, that is when you know it is not a good company worth staying anymore
Excellent views...that's why toxicity destroys everything!
This is so good-Thanks for sharing.
Nice trust and performance
1:29 and that is exactly why you can only rely on real productivity and avoid of being impressed by the "nice guy".
Exactly! So true!
Excellent.
Thank you! Cheers!
very brilliant. I have seen something similar in an old article by Jack Welch. It was related to the people to fire first in your company. Not the low performers but the high ones, when their VALUES are bad
And yet Welch was famous for his "rank and yank" performance management that fired the lowest performers (bottom 10%)
And usually, but not always, those people with low trust are extroverts, because they dont longterm bond with people. Introverts who bond longterm have more trust.
Just my own experiment. ❤
I would give my money and everything to a introvert but not an extrovert, who might "forget" whose money is that. Introvert would never accidentally "forget".
Bra... You make so'oo high simple high knowledge simple, so very simple ✊🏾☝🏾💎✔️📖🗝️🧨
Private equity firms don't care. The long game doesn't exist anymore.
Spot on, as always
Glad you think so!
Superb and 100% accurate
Surpisingly unsurprising. But I have to give it to Sinek: he has made it in the common sense delivery business.
Love this! Brilliant insight
I agree on this, however not always the highperformance worker are untrustful. I work in health, which is not the same situation than a regular bussiness company, the patience need high skilled people, and also need true comments on what is the best for him/her. What if you have underperformance people, also untrustful to the hospital, but they look trustful because they cover each other backs (when they are doing something wrong, like leaving work early as a constant or hiding data or just not working. The higher performance gets sick of that too, because it feels like doing all the job, but if you add to that the backbite, the comments. Everytime you have a highperformance you could train that performance to be trustful, because it is easier to train one people (especially a high performance). For me this is the same than taking out of bussiness a great singer or a great actor because he is seen as difficult. I am quite sure we will regret that. Maybe just maybe a high performance who is not getting along is not because he/she is a psycopath, may be just may be there are something else going on there and if you have the will to find that and fix it, you will not have a regular workplace but a great workplace.
Have you ever tried to ask to a high performance percieved as a untrustful to create trust in first place? Because maybe just maybe you are leaving behind a really good worker who doesn’t know what you need. Because this talk gave me this bad feeling of missing a good singer that is amazing just the people producing his records are considering him/her difficult or whatever. That happened to Kathy Perry, for instance. Just keep in mind that sometimes when your are judging the trustfulness you could be wrong.
So true. Opinion based on nearly 30y experience...
brilliant and so true!
Don't worry and be happy.
The best ever.
Holy shiet...
Thats why i always notice , the Military people are always something else....(the mindset)
Their prespective of approaching things is completely different than civilians
they are just extraordinary and balanced than most people you come across.
Better in some ways. Worse than others. Let’s not forget, the military is a cult, even more so with “elite” units. 😵💫
Fantastic!
Sounds about right💯💯💯FACTS ~💯💯💯
This came from the British Army training manual in 1944 after a review from the first commando(SAS) selection, not the Navy Seals.
I love this
Trust increase performance
Great video. Great message. But I can't stop laughing at his scribble. 😂
True
Trust. Trust in what specifically? Define trust? Then that leads to a toxic workplace? What specifically is a road that leads to a toxic workplace? There are so many holes in this presentation… A) trust is subjective, so at best intersubjective. It’s not a thing it’s not objectifiable! It’s a feeling and therefore led by a persons thinking
It is amazing how you managed to write several sentences while saying nothing.
Trust is an emotional feeling built from & based on various actions of the person you are talking about. Either you trust a person or not trust. We humans can never trust a person with something and then not trust the same person with something else. Here I am talking of a person you are dealing with on a daily basis. Not a one off. For e.g. you trust a Doctor with your medical condition but not your money. That is called customer / client relationship and is strictly professional, but does not reflect on the personality of the individual.
AWESOME.
LP/LT here. Yay me.
This is Lt Lipton. If anyone needs a band of brothers reference.
Well said! Curahee!!
The AHs are often also sycophants, kissing up to the bosses and “punching down” to use Adam Grant’s term. The best people to identify the AHs, are those at a lower level in the organization.
Loved it! Is there a video for the full talk?
I think there is. Try searching for it on YT or Google under Simon Sinek Trust vs Performance.
@@GabeVillamizar Thank you!
Where is the original video please ?
Thanks
That's the way it is.
❤
Everytime they laugh he was being deadass serious lmaooooo
I have a boss who is a sharp, smart, and cunning business woman.
She’s one of the sharpest woman I’ve ever worked with…but I will absolutely throw her under the bus given the chance.
Every chance she gets she’s always bad mouthing someone, always using intimidation and thinly veiled threats to get you to perform, and criticizing your every move despite it not being related to your performance or even critical.
She’s a top tier performer but her character is just bottom of the barrel.
Love this speach .. if every teacher was so interesting and funny (and trustworthy ;)
One thing I have to give Simon Synek is that he knows how to tell stories.
People tend to forget how human nature works.
If you bought comedian tickets and tonight is the night, you gonna start laughing right out of the bed in the morning.
You’re gonna have a good time all night and you gonna be talking about it for days after.
Even if the comedy was not that good.
The people we see in that audience is ready to say that everything Simon says is the truth.
But he asked Seals and forgot what human nature is.
Competition among a group will result in envy, jealousy, when somebody perform more than you, so it is easy to say that the best performer is, by default, the ass hole if the group.
He or she will be casted out of the group and the group will love more the one who is not a threat to their career.
So it is easy to manipulate a graphic to make a point.
But what if you have the best performer of the group and that person is nothing close to being toxic?
After that kind of presentation, will you be able to see that your best asset is also the best person to lead your team?
Spreading that kind of nonsense is also a fraud. It creates a paradigm that will make sure you always have toxic people in your team and that you will always level by the bottom.
Sooo….this is the long way of telling us, you’re the azzhole.
I work within a large health system as a primary care doc. I have definitely observed this within our machine, I mean health system 😅… 😭
😅
Imagine being in a large health "system" attached to prestigious universities 🤔...🤐. On the plus side, I'd could never call that set up a machine, too many big egos could get caught in the machinery 😇.
Most health systems are not attached to a university. The admin runs it for money like any other business, at the cost of quality primary care.
@@MB-nv1bj I'm based in the UK, where some of the health systems (known here as NHS Trusts or Foundation Trusts) I've worked in have names such as but not limited to X university hospitals and X university teaching hospitals; where X can be the name of a university. I also got my degree in a university linked to more than one fairly large NHS Foundation Trusts (aka Health System). I also did research in another university linked to more than one fairly large NHS Foundation Trust. So while most health systems around the world are not attached to a university, I stand by my statement.
But I believed the word, "imagine" and my use of emojis would've shown my statement to be satirical. My apologies if that wasn't clear.
And just to be clear, yes I understand in other parts of the world some health systems have no affiliations to universities, as I have had experience in some health systems in various parts of the world.
👏🏾👏🏾👏🏾👏🏾👏🏾👏🏾great ! 👌🏾
Absolutely truth
Powerful
Big facts
This video I like
What businesses has Simon Sinek run? In which has he been ceo, cfo, c anything?
well-stated.
I’m surrounded by HP/ very low trust individuals 😢
You can teach performance. Can’t teach trust
It can be earned, and over time developed based on experiences.
Let’s rephrase this as: “I do not know how to teach trust“. All features can be trained
Of course you can, it's called therapy.
That's a half joke and therapy isn't a catch all solution, but you can mentor people into being more self-aware, having more pro-social values, and practicing self-management, i.e. personal growth. How many coming-of-age and redemption stories are out there about shitty assholes becoming better people. It's hard and it takes work of course, but it's worth the investment.
@@SolWaketrain me?
@@TXBro38 I'd recommend peers you can respect and qualified clinicians/coaches. I don't think I, some random internet person who can't get to know you, would be the best option for you.
How many workplaces where you ACTUALLY have to perform like a sports team / gaming team / special forces team?
A TEAM of sales people doesn't have act as a team. Completing paperwork + compiling reports and passing them up and down a chain of command - that ain't teamwork either
For most working folks the only scope to add value to the company thru TEAMWORK is to work hard and not skive off ie. Make your deadlines
Aka the Lone Wolf
This is great and all but it sort of implies that a person’s performance and trustworthiness is fixed. Culture, i.e. the effect of other people in the organization, plays a significant role, and I would think Simon would be the first to point that out.
I don't see how it implies that at all? People can be higher or lower performing in a given year, even month on month. Trust is probably a longer term metric but again, it can change, people can move all over that graph and the person everyone points too when asked the question can change. I've seen it before in a workplace where suddenly it was asshole heavy and the company was liquidated 3 years later
People are often extremely bad judges of who they should trust, honestly.
Fax. Even the seals get it wrong often. They use checkboxes as much as “gut” (biased) feelings.
How do you measure trust? My name, my face, my religion ? Will you hire me if I look more charismatic ?
"Trust" do what you say you are going to do and finish. Never go back on your word. You see, when it is all said and done, All you have is your word ! You don't keep to your word. You can't be trusted. No excuses, no blame, just own it and you will never want to be in that situation again. Unless your not a team player. Jim
Truth!
Excelente
Obrigado
where can we found the complete video?
Brilliant! Let’s work together love ❤️