Adopted from Simon Sinek’s great leadership quotes from his book Together is Better.
“Bad Leaders care about WHO’s RIGHT.
Good leaders care about WHAT’s RIGHT.”
Tag: Simon Sinek
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When do we feel safe to express vulnerability?
Members in a Trusting Team feel safe in the company of each other.
They feel free to express their vulnerability since it is a high trust envrionment.
It is basic human nature for trust to develop when we feel safe to express our vulnerability.
Hence Trusting team turn out to be High Performance teams.
Adopted from Simon Sinek’s book The Infinite Game
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This quote highlights why Innovators seem crazy
“Innovators are the ones whose dreams are clearer than the reality that tells them they’re CRAZY.”
Adopted from Simon Sinek’s book Together is Better
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How a VISION is like a DREAM?
Adopted from the following leadership quote of Simon Sinek , book named Together is Better.
“A VISION is like a DREAM – it will disappear unless we do something with it.
DO something BIG or DO something SMALL.
But stop wondering and go on an ADVENTURE.”
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Fulfillment comes when we have a sense of purpose
Adopted from the following great quote of Simon Sinek from the book Together is Better.
“Most of us live our lives by accident – we live as it happens.
Fulfillment comes when we live our lives on PURPOSE.”
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Why do NAVY SEALS prefer Trust over Performance?
Whereas Performance relates to technical competence , Trust relates to character.
In summary Performance is related to IQ whereas Trust relates to the ability to collaborate with everyone , being likable and relates to EQ.
Hence NAVY SEALS prefer leaders who have high EQ over those with high IQ.
Adopted from Simon Sinek’s book The Infinite Game.
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The Infinite game needs more “Type I” players
Simon Sinek’s book The Infinite Game talks about business and life as both Infinite Games where the rules are not defined , the players are unknown and the time is unlimited.
In both business as well as life , there is nothing like “Winning” or “Losing”.There is only “Ahead” or “Behind”.
Needlessly to say players in an infinite game need to think of the long term and need to possess an infinite mindset.
Daniel Pink in his book Drive categorizes such people who are intrinsically motivated towards a JUST CAUSE as “Type I” or intrinsically motivated personalities.Being intrinsically motivated makes these people use autonomy and mastery to work towards a vision or a JUST CAUSE rather than working for money i.e. short term winning.
Hence the infinite game of life needs adoption of a mindset similar to that of “Type I” personalities.
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Comparing Motivation 2.0 and Motivation 3.0
In this post I have tried to arrive at a synergy based on concepts provided by Daniel Pink in his book Drive and the concepts mentioned by Simon Sinek in his book The Infinite Game.
Motivation 2.0 or Carrot and Stick method of motivation was applicable in the era of Industrial Revolution based on finite mindset
Whereas Motivation 3.0 is applicable in the modern day of the knowledge worker based on intrinsic motivation related principles.
The table below outlines the most glaring differences and proves beyond doubt that Motivation 3.0 is adopted by infinite minded leaders in the infinite game of business.
Motivation 2.0 Motivation 3.0 Based on extrinsic motivation e.g Rewards Based on intrinsic motivation e.g. autonomy Short term oriented Long term oriented Result in Type X(extrinsic) personalities Results in long term mindset oriented Type I personalities Does not apply in the modern day infinite game Is the best technique for the infinite game Encourage narrow mindset , unethical behavior Encourage adopting infinite mindset and long term oriented mindset Inherently stressful Inherently oriented towards fulfillment Dopamine shot Stimulates flow of Oxytocin Common for mundane , routine bound and “Left brain” oriented work Most applicable to encourage creativity , innovation associated with “right brain” oriented work -
We humans are born to be “players” and NOT “pawns”
Right from the caveman times we are born to be autonomous individuals , not individual automatons.
Our brains are wired to be intrinsically motivated and hence we are inherently “Type I ” individuals.
Outside forces including the very idea that we need to be managed have conspired from time to time to change our default setting and turn us into “extrinsically motivated” Type X individuals.
To return us from Type X to Type I where we are out our autonomous best just needs infinite minded leadership and creation of a conducive environment built on trust.
Adopted from Daniel Pink’ book Drive and Simon Sinek’s book The Infinite Game
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Why adopting an infinite mindset needs courage?
An infinite mindset is always for the long term letting go short term benefits.
Needlessly to say this is not for the faint hearted.
Simon Sinek in his book The Infinite Game highlights the long term merits of adopting an infinite mindset.
The following quote adopted from the book Infinite Game highlights the same:
“Bowing to the pressure of the finite players around us is easy and expedient choice.
This is the reason it takes courage to adopt an infinite mindset.”