An infinite minded leaders envisions a “Just Cause” which the followers adopt for the sake of realizing something larger than themselves.
To create a long lasting change via the “Just Cause” not only the followers but the leader as well need to know what they stand for so they each one can be viscerally involved in forwarding the “Just Cause”.
Adopted from Simon Sinek’s books titled “Together is Better” and “The Infinite Game”.
A visionary leader is one who envisions a “just cause” or purpose which the followers must buy in to , for it to result in a movement.
The cause should be strong enough to arouse emotions in the followers so that their visceral senses direct them to join the cause and be part of the movement.
Thus the just cause or reason to join the vision of a leader is not only important to the one who espouses it , it is equally important to the followers who join the movement.
Adopted from Simon Sinek’s book titled “The Infinite Game”
COSTCO’s investment in people in creating a unique work culture has paid off in the long run.
James Sinegal , a truly infinite minded leader , obsessed with creating “an employee first” culture much against the wishes of Wall Street gurus , has shown again as to how an infinite mindset is indeed the way forward in playing the “infinite game” of business.
This is in stark contrast to the leadership strategy of GE CEO , Jack Welch who in the heat of “dopamine” shot was hell bent on short term results even at the cost of employee satisfaction.
Focusing on people centered long term goals may not reap benefits immediately , but when done in the right manner as in the case of COSTCO increases the relevance and longevity of the organization.In the long term the results are visible and more than outdo the results of finite minded organizations for e.g. GE.
Simon Sinek highlights COSTCO’s example on many a occasion in his book titled “The Infinite Game”
The link below has outlined how COSTCO’s investment in people has paid off in the long run.
Source – mitsloan.mit.edu
https://mitsloan.mit.edu/ideas-made-to-matter/how-costcos-obsession-culture-drove-success
GE’s fall in market capitalization over time is not something that should surprise us.
Jack Welch the CEO of GE loved playing the “finite game” with most emphasis given to short term performance and financial numbers.
Gradually this finite mindset , with the metrics focused on performance , pitted the individual employees against one another.The work culture started deteriorating and in turn employees lost faith in the work culture.
This was inevitable keeping in mind that the game of business is an “infinite one” with employees as the drivers of growth and success.
Had it not been for the $139 bail out given to GE by the US Government in 2008 , the once iconic company would have been history by now.
Simon Sinek in his book titled “The Infinite Game” outlines the finite mindset of Jack Welch and how it eroded the work culture of GE and hence led to the downfall of the once iconic organization , in the long run.
Please find below the links that highlight the shortsightedness of Jack Welch as a leader that has landed GE in a quagmire.
Source – theweek.com
https://theweek.com/articles/761357/fall-ge
Source – foxnews.com
https://www.foxnews.com/opinion/general-electric-the-worst-bailout-in-the-world
The Container Store’s unique “employee centered” work culture has enabled it to be known as one of the best workplaces.
Source – consciouscompanymedia.com
The link gives us insights as to how embracing wellness at the workplace has enabled the store to develop a legendary infinite minded culture.
During the recession of 2008 , the employees were willing to cut corners in order to save job cuts.Executives entitled for expensive business hotels sacrificed them for cheap hotels in order to help save fellow employees from getting fired , during the tough times.
Simon Sinek , in his book titled “The Infinite Game” , cites various examples of “The Container Store” and its unique employee centered work culture that has made it well equipped to play the infinite game of business.
Human beings right from the caveman times have been social animals always craving for human bonds
With the rise of “nuclear families” & focus on short term goals we have started becoming more self centred
In the modern day hitting goals , short term targets are given lot of priority.This is like addiction and is like a “dopamine” shot.This can never give us true fulfillment since we cannot trick the human brain.
True fulfillment results when we do something for others out of generosity expecting nothing in return.This is when “oxytocin” flows and makes us realize the true value of human bonds
Adopted from Simon Sinek’s book titled “The Infinite Game”
Culture in any work environment is a function of two essential components:
1) Values & 2) Behavior
A value system is nurtured by the leadership.If the value system encourages a long term infinite mindset it has a wonderful effect and makes people feel safe and encouraged.The vice versa is true as well
The value system inculcated and nurtured has a direct impact on behavior of employees.If the value system is strong it leads to trusting teams where the behavior is that of co-operation and collaboration.If the value system is weak and short term oriented , people mistrust each other , hide information and micromanagement dominates.
Thus culture has a huge role to play in getting best out of employees
Adopted from Simon Sinek’s book titled “The Infinite Game”
Adopted from Simon Sinek’s book titled “The Infinite Game”
According to a 2017 study by Credit Suisse the average life of a company has reduced from ~60 years in the 1950’s to ~20 years in the modern day.
Though disruptive technology proliferation is often provided as an excuse for this we need to delve deep and understand that disruption is nothing new.
Think of micro-oven , television , transistor , credit card etc. these were all invented around the 1950’s.
The reason reason is increasing finite mindedness in modern day leaders.These are leaders who are willingness to sacrifice people to meet their numbers for their beloved shareholders.Since the people are pitted against each other these leaders end up creating an environment filled with micro-management where people lack a feeling of trustworthiness.
Hence the need of the hour is to train modern day leaders to possess an infinite mindset with a long term goal in mind.
Adopted from Simon Sinek’s book titled “The Infinite Game”
The iconic leaders Steve Jobs and Michael Dell led with an infinite mindset and took them to the level where Apple and Dell respectively are today.
But when Steve Jobs was replaced by John Sculley and Michael Dell was succeeded by Kevin Rollins they caused huge damage to the work culture and environment of these iconic companies.
The damage caused by leading with a finite short term mindset landed the companies in a terrible mess that forced the respective authorities to reinstate these iconic leaders to their rightful positions.
Time is witness as and when an iconic company has suffered a setback due to finite minded leaders , infinite minded leaders have introduced trust to bring back the company to its growth trajectory.