![]() Obviously we love to serve alongside highly competent people too, but character is more important. Work is much more enjoyable when you are serving alongside people you trust. Since passing BUD/s training is almost impossible, being invited to join SEAL Team 6 borders on the improbable, and Sinek wanted to understand how they achieve. SEAL Team 6 is the best of the best, the highest level of achievers. Trust makes work (and life) more enjoyable Sinek wanted to dig deeper into their process and find what qualifies a member to become a SEAL on the best teams. Explore the latest news and stories from Simon Sinek and The Optimism Company. In the world of elite military units, few embody the spirit of trust, teamwork, and unwavering commitment that Simon often talks about quite like the Navy SEALs. If there is a lack of trust when there is peace, that lack of trust is exponentially increased in challenging times.Ĥ. What the Navy SEALs Can Teach Businesses About Team-Building. Thus, when responsibilities or pressure increases, cracks in our character become clearer. He draws from 20+ years of experience as a Navy SEAL Officer to help leaders discover how they can take their teams to the next level. Pressure exposes and amplifies cracks in our character. The Navy SEALs aren't made up of the strongest, toughest, or smartest candidates. But Diviney was often surprised by which recruits washed out and which succeeded. On a mission, there is little time for discussion so high trust is absolutely critical. During his twenty years as a Navy SEAL, Commander Rich Diviney was intimately involved in the world-renowned SEAL selection process, which whittles exceptional candidates down to a small cadre of the most elite optimal performers. ![]() When there is low trust, so much time is spent explaining and discussing. When there is high trust, communication is much faster. Thus someone who is not trusted because of their character cannot fully be trusted with important functions of the role.Ģ. One SEAL put it this way: “I may trust you with my life but do I trust you with my money or my wife?” In reality, if the SEAL does not trust someone with his money or wife, he won’t fully trust him with his life. Here are four reasons trust is more important than performance:Ī lack of trust for someone in one area of their life always spills over to other areas of life. I have seen the benefit of trust on teams I have led and have also seen the painful implications that a lack of trust brings. When they go on a mission, trust is absolutely essential. They believe that a medium performer with high trust is much better for a team than a high performer with medium trust. The Navy SEALs have concluded that trust is more important than performance. Performance is about competence, and trust is about character. (Sinek gives the following illustration in his book) People are evaluated on two axes: performance and trust. What do the leaders of the SEALs look for in potential team members? In Simon Sinek’s new book The Infinite Game, Sinek describes the tool that is used to evaluate potential team members. They are generally recognized as one of the most elite teams of people in any discipline or field. Please note: This is key takeaways and analysis of the book and not the original book.The Navy SEALs are known for their skill, valor, and effectiveness. Poor leaders extend that circle of safety only to their immediate supporters, which increases stress for those outside the circle who may believe that their jobs are not secure. The best leaders create a circle of safety that encompasses the entire company, which employees can extend to the customers they serve. For example, in the US Marine Corps, the lowest-ranking soldiers eat first and the leaders eat last to ensure that everyone gets a chance to eat and feel cared for. ![]() Leaders who think of themselves as serving their employees like family can increase job satisfaction and engagement, which reduces stress and increases productivity because employees feel secure. Modern trends in leadership prioritize profits and executive bonuses over creating a healthy environment for employees. Leaders Eat Last by Simon Sinek advocates for a leadership style that focuses on serving others rather than pursuing shareholder goals or personal interests.
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