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Tag: The infinite game

  • How to interpret “Performance vs Trust curve” in the infinite game?

    When we plot Performance on the Y axis and Trust on the X axis , the point of focus should be the following quadrants:

    1. Top right – High Performance , High Trust
    2. Bottom Right – Low performance , high trust
    3. Top left – High performance and low trust

    #3 is associated with people who are high on IQ but very poor team players.These are people who are driven only by extrinsic rewards and hence are a misfit when it comes to collaboration and brainstorming.

    #2 is associated with people who though are lacking in performance are high desirable since they have high EQ and hence promote collaboration and problem solving.

    Since performance can be coached through proper training even the NAVY SEALS in their arduous training emphasize more on leaders who though may be lacking in performance are high on trust.

    #1 is an Utopian scenario and may never happen.

    Adopted from Simon Sinek’s book The Infinite Game , throws light on personality traits that is required in the modern day of the infinite game where infinite mindset is related to high EQ.

  • These are few of the traits for High Performing teams

    High Performing Teams are ones associated with innovation and creativity based organizations with the following as the key themes:

    1. These are teams with very High Trust Quotient
    2. The Team members feel psychologically safe with one another
    3. The team members revel in each other’s company and stand up for each other
    4. The team members have the courage to express their vulnerability expecting full support

    Adopted from Simon Sinek’s book The Infinite Game

  • Characteristics of a work culture led by finite minded leaders

    Organizations led by finite minded leaders are characterized by work environments where people are pitted against one another to meet short term quarterly targets.

    These are leaders who give the utmost importance to performers who are high on IQ even if they are not team players and lack EQ.

    Such an environment is prone to ethical fading and is where people resort to unfair means and shortcuts to meet unfair targets.

    Ultimately such leaders who orchestrate such unhealthy work environments resort to layoffs by putting profit before people.

    Adopted from Simon Sinek’s book The Infinite Game

  • Whereas Motivation 2.0 created Workers , Motivation 3.0 creates Leaders

    Motivation 2.0 is a term coined by Daniel Pink in his book Drive to explain the Carrot and Stick motivational methods prevalent in the Industrial Age.This method works best for routine , dreary , boring work that seeks compliance.

    Whereas Motivation 3.0 is the new age motivational technique that focuses on intrinsic motivation to provided more autonomy to the worker in order to help him unleash his mastery upon communication of the overarching sense of purpose.

    This autonomy is the pre-requisite to get done creative and innovative work which is becoming the necessary pre-requisite for modern day innovation based organizations.

    The following quote of Simon Sinek endorses this very explanation of Daniel Pink:

    “When we tell people to do their jobs , we get WORKERS.

    When we TRUST people to get the job done , we get LEADERS.”

  • How to PLAY the INFINITE GAME of LIFE?

    Simon Sinek in his book The Infinite Game mentions the fact that like business , life as well is an Infinite Game where there is nothing like WINNING or LOSING. This is a masterclass on how to play the infinite game of life.

    When we are born by default we are PLAYERS.

    In an Infinite Game , we CANNOT CHOOSE the RULES.

    We CANNOT choose the GAME.

    The ONLY option we have is HOW we PLAY i.e. whether we want to play with a finite mindset or an infinite mindset.

  • All Great Leaders realize this truth about Mastery

    Mastery as mentioned by Daniel Pink in his book Drive is asymptotic and hence it is never possible in an entire lifetime to attain full MASTERY on any subject or topic.

    Great Leaders realize this truth about mastery and hence always adopt a mindset of a student to learn by the day as opposed to being a MASTER.

    Hence all GREAT LEADERS consider themselves as STUDENTS and NOT teachers.

  • Extending James Carse’s Infinite Game concept to life and business

    James Carse , the master has talked about two kinds of Games.

    One is Finite where the players are fixed , rules are agreed upon , duration is fixed and there is winning or losing.

    The other kind is Infinite Game where the players are not fixed , rules are not agreed upon and duration is not known.Hence in such a case there is nothing like WINNING or LOSING.

    Simon Sinek in his book The Infinite Game has extended James Carse’s Infinite Game concepts very aptly to life as well as business.

    The following great quote highlights ho to play the infinite game of life or business.

    “There is NO such thing as “WINNING BUSINESS” or “WINNING LIFE” , there is only AHEAD and BEHIND.

    Realizing this will make us better equipped to play the infinite game

  • This piece of advice will inspire us to adopt an “Infinite Mindset”

    Adopted from Simon Sinek’s great sayings and advises all of us to adopt an infinite mindset for a better future in the infinite game of life

    “Now more than ever we need to embrace an INFINITE MINDSET.

    The FINITE MINDSET of opportunism , selfishness and panic will hurt all of us in the long run.

    Let us embrace GENEROSITY , SELFLESSNESS and CALM CAUTION as we navigate this together.”

  • How Our capability of rational thought inherently supports ethical fading?

    As human beings we are blessed and CURSED with our ability for RATIONAL THOUGHT.

    It is with our capacity for rational and analytical thought that we can think through hard problems and advance technology.

    This can also be MISUSED to explain or JUSTIFY our behavior when we know it VIOLATES some deep seated code of ethics or helps us avoid some sense of guilt we may harbor for a decision or action we took.

    Adopted from Simon Sinek’s book The Infinite Game

  • Components of Work Culture

    Build a Work Culture based on trust takes a lot of doing.

    It starts by creating a space in which people feel comfortable and safe to be themselves.

    Work Culture has the following two primary components:

    1. Value system
    2. behavior

    Realizing these two components are the building blocks of a company work culture can help an infinite minded leader create a trust oriented and high performing work culture.

    Adopted from Simon Sinek’s book The Infinite Game