Satisfaction Is A Limit Less "Why" Mindset.
Successful people and organizations express why they do what they do rather than focusing on what they do. Effective communication starts with listening. Passionate leaders and passionate organizations listen first and also express their commitment and enthusiasm authentically, and this is what inspires others to act, rather than the manner in which they express themselves. A leader without a title is better
than a title without the ability to lead. Beware the entitled ones, the so called title of "boss" telling others, but who can't lead. Because those bosses have no space to receptively listen to a "team", as they have the title and they know it all, best. Watch the rapid exit of great team people from those organizations. The greatest contribution of an authentic leader is to make others leaders.
When we work hard for something we don’t believe in, it’s called stress. Customers, clients and even casual visitors feel that stress as a lack of listening and a lack of authenticity. Therefore the owner, managers or directors of a successful business are responsible for mindfully creating a deeper "why" through the core values they choose to actively create and prioritize. When we work hard for something we love, it’s called passion, and a satisfying and successful business isn’t a competition, or just a job, it’s a daily pleasure as well as a lifelong journey. Helping teams embrace a growth mindset with offers of new learning, creating leadership opportunities and upgrading team skills to achieve lasting success together.
The leader being right doesn’t make them trustworthy, being honest makes them trustworthy.
Successfully articulating an honest 'Why' is therefore a very impactful way to communicate, achieve team goals, express a specific value proposition and authentically inspire people to act. To be innovative, we can’t look to what others have done, or stay stuck with a traditional "that's the way we've always done it" mindset. The whole idea of blazing a path, creating growth, inspiring new leaders, is that there was no path there before. This is why successful businesses not only know what their "why" core values are, but actively live by them as a moment to moment, day to day, year by year priority. They know who they are and what they stand for over bad marketing that values shallow promotions.
A culture is strong when people work with each other, for each other. A culture is weak when people work against each other, for themselves. Beware the manager (or business owner, CEO or board of directors) who does not listen, blames others and takes credit for a team's innovation, enthusiasm and hard work. A great leader doesn’t only inspire us to have confidence in what THEY can do, a great leader inspires the whole team to have confidence in what WE can do. This is why great team members are valued, recognized, rewarded and retained. If not, they will quickly move on, become leaders elsewhere and create more aligned team "whys", elsewhere.
Leaders can only truly be in charge when they are willing to let others take charge and become co-creators and co-leaders as autonomous team learners. Strong relationships are based on trust and communication and if there is no authentic communication, which starts with listening, there can be no trust. The team goal is to feel a part of something where everyone has an emotional "why" connection, not just play a passive part as a worker or because the boss says so. When we work on a Trusting Team, we feel safe to admit our mistakes, be honest about our shortcomings, and ask for help when we need it.
An authentic leader encourages innovation, listens, inspires and includes all team members. Valued team members will then naturally come on board and assist the co-creation, propagation and continuation of that "why" culture. If team members do not feel that "why" connection, or feel they are not listened to or ideas are not heard, capable people will simply leave.
A business, a company, an organization or manager that does not listen or express a clear "why", is then left with the lowest common denominators of obedient followers, compliant employees and drones who are just there to do a "job" in return for wages, but without the all important and inspirational, "why",
This is why great co-creators, who are heard, seen and valued as the common value of "why", stay and help create an even stronger culture. The inverse is also true. Great people, awesome creators, those with enthusiasm and a career passion move on and leave quicker than the enablers, the compliant ones who are just doing a bare minimum "job", who may only remain for the money.
True collaboration happens when an idea can no longer be traced to one person and building a strong "why" culture is what builds a strong organization. It may be a cliche, but this integration of active listening, "why" leadership, encouraging team member learning and creativity and ultimately paying better attention, then becomes a self fulfilling cultural prophecy. As long as the leader realizes they are there to primarily identify and support talent, encourage innovative ideas, create more leaders and get out of the way and let effective team members co-create at their level.
Any authentic community is a group of people who agree to grow together in pursuit of WHY they are inspired to do what is not only right, but is best practice for all concerned. Our passions are ignited when we set out to advance a cause greater than ourselves and this is how communities, businesses and ultimately, individuals all grow. Strong leaders earn loyalty through inspirational consistent actions and a passionate commitment. Weak leaders, the "my way or the highway" old school boss types demand or expect loyalty simply because of their position or title.
There are only two ways to influence human behavior: you can manipulate it through extrinsic demands or authentic leaders can inspire it by listening, inclusion and recognition and reward of talent. When team members, including The Leader, all authentically contribute to a greater good, the core value of "why" always leads, and all become stronger together.
Simon Sinek's "Golden Circle" theory is that communicating 'Why' taps into the part of the listener's brain that influences behaviour. This is why the Golden Circle model is considered such an influential theory of leadership. At an organizational level, communicating you're 'Why' is the basis of a strong value proposition that will differentiate your business from others. Bad leaders care about who’s right. Good leaders care about what’s right. Brilliant leaders value "why" are we even doing this... in this way.
Bad marketing values promotions. Good marketing promotes values.
— Simon Sinek (@simonsinek) July 31, 2023
— Bhagavad Gita 𑁍 (@GitaShlokas) July 31, 2023
Is the cost worth it? pic.twitter.com/xCKjPH1VxD
— Simon Sinek (@simonsinek) July 27, 2023
"If it costs you your peace,
it's not worth it.
If it costs you your growth,
it's not worth it.
If it costs personal integrity,
don't even go there..."
