Simon Sinek: How great leaders inspire action

Simon Sinek gives a speech about the importance of belief and leadership in success. There is a pattern of how communication goes, Simon Sinek calls it the Golden Circle. It is why, how and what? Basically all the companies know what they do, some of them know also how they do it, but very few companies know why they do what they do. As Simon Sinek points out, the answer is not a financial profit, money is just a result, not a cause.

Majority of companies communicate from outside, they tell us what product they offer. Great companies communicate from inside, starting with explaining why they do what they do, through how, arriving at what – product serves as a proof of what they believe. People don’t buy what you do, people buy why you do it.

Simon Sinek supports his thesis with the examples of Apple, brothers Wright and Martin Luther King – all of them believed in what they did and this is what they sold. Martin Luther King told people what he believed, people who believed the same thing made it their own case and convinced others, this is how his ideas spread and this is why crowds of people came to listen to his speech.

Simon Sinek mentiones also law of difussion of innovations which explains why and at what rate innovation spreads. Martin Luther King can serve as an example of success, the company TiVo provides an example of failure – despite having money, good product and good market conditions, the company wasn’t successful. Why? Because they communicated their innovation in a wrong way, starting with what instead of why.

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Leaders are those who hold authority or power, those who lead are the ones that inspire us – Simon Sinek says at the end of his presentation. They are also a key to success.

Ten Steps for Creating a Culture of Commitment and Accountability

By: Ashley Bowers

1.) Communicate to everyone that accountability and commitment are important!

2.) Align every job description to your company’s strategy and goals for the coming year. Ask everyone to commit to a shared vision of results.

3.) Make accountabilities clear for everyone by using the benchmark for their job to start a discussion about how their individual contributions matter.

4.) When you onboard new employees, have job-related professional development planning already in place to help them reach their full potential.

5.) Build accountability into your company culture using “what & by when” goal and task planning. Project management can be very sophisticated, but the bottom line is “who, what, and by when?”

6.) Offer ways for employees to communicate obstacles and request the help or resources they need to achieve their goals. When you listen to them, recognize that what you’re listening to is someone who is committed to producing results.

7.) Involve employees in an ongoing dialogue about how they can identify process improvements or otherwise increase the quality of their work and the team’s productivity.

8.) Use small “course corrections” on a monthly or as-needed basis to guide employees toward behaviors and practices that are effective for meeting goals. Don’t wait for the annual performance review. You wouldn’t wait until arrival at a destination to notice a wrong turn along the way, would you?

9.) “Catch” people doing something right: Give frequent, honest and positive feedback. As a general rule of thumb, a ratio of five positive interactions to one critical interaction will help managers build an open communication channel with direct reports.

10.) Identify ways to recognize and acknowledge employees company-wide when their actions exemplify an “above and beyond” commitment to company objectives. Success breeds success!