Leaders Eat Last Summary 2023 - Deepstash

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Leaders Eat Last Summary

About Leaders Eat Last Book

Finally in paperback: the New York Times bestseller by the acclaimed, bestselling author of Start With Why and Together is Better. Now with an expanded chapter and appendix on leading millennials, based on Simon Sinek's viral video "Millenials in the workplace" (150+ million views).

Imagine a world where almost everyone wakes up inspired to go to work, feels trusted and valued during the day, then returns home feeling fulfilled. This is not a crazy, idealized notion. Today, in many successful organizations, great leaders create environments in which people naturally work together to do remarkable things.

In his work with organizations around the world, Simon Sinek noticed that some teams trust each other so deeply that they would literally put their lives on the line for each other. Other teams, no matter what incentives are offered, are doomed to infighting, fragmentation and failure. Why?

The answer became clear during a conversation with a Marine Corps general. "Officers eat last," he said. Sinek watched as the most junior Marines ate first while the most senior Marines took their place at the back of the line. What's symbolic in the chow hall is deadly serious on the battlefield: Great leaders sacrifice their own comfort--even their own survival--for the good of those in their care.
    
Too many workplaces are driven by cynicism, paranoia, and self-interest. But the best ones foster trust and cooperation because their leaders build what Sinek calls a "Circle of Safety" that separates the security inside the team from the challenges outside.

Sinek illustrates his ideas with fascinating true stories that range from the military to big business, from government to investment banking.

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Leaders Eat Last by Simon Sinek
How to Lead

How to Lead

Efficiently leading an organization is something that many people struggle with these days. While there is no easy path to do it successfully, there are some guidelines and ideas that can surely help.

From Circles of Safety to happiness chemicals and empathy, follow me on this journey to learn how to be a better leader, one step at a time!

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The Circle of Safety

The Circle of Safety

The first step to being a good leader is understanding that an organization is essentially a Circle of Safety. The people's insecurities vanish inside this Circle, but a bad leader will inevitably shrink or fracture it into multiple small ones.

Outside of the Circle, there is uncontrollable danger, but inside of it we can make it safe.

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An Introduction to Happiness Chemicals

An Introduction to Happiness Chemicals

When discussing human behavior, we need to dig a bit into how the brain works. There are 4 primary chemicals for happiness:

  • Endorphins
  • Dopamine
  • Serotonin
  • Oxytocin

Let's see when each of these is released.

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What does it mean that leaders eat last?

What does it mean that leaders eat last?

"Leaders eat last" refers to a common practice in the military, where the highest-ranking officers are often the last to eat, ensuring that their subordinates are fed first. This is a symbolic gesture that shows that the leaders are willing to put the needs of their team members ahead of their own.

Simon Sinek belives that true leadership is about putting the needs of others before your own. This means creating a culture of safety and belonging where people feel valued and respected, even when things are tough.

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The Circle of Safety

The Circle of Safety

The Circle of Safety refers to a feeling of security & belonging that is essential for human beings to thrive. When we feel safe, we are more likely to take risks, be creative, and innovate. This is because we are not worried about our own survival, so we can focus on helping the team succeed.

The first step to being a good leader is understanding that an organization is essentially a Circle of Safety. The people's insecurities vanish inside thisCircle, but a bad leader will inevitably shrink or fracture it into multiple small ones.

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5 Rules for Leaders to create a Circle of Safety

The basic leadership rules for creating a safe environment for the team to thrive:

  1. Start with why. Have a clear and compelling purpose to communicate to the team. 
  2. Build trust. Create a culture of trust & respect where people feel safe to be themselves and take risks. Honesty & Transparency are key here. 
  3. Embrace vulnerability. Show vulnerability and admit your mistakes. Be human!
  4. Celebrate wins. Celebrate the successes of their team, no matter how small.
  5. Never give up. Be resilient and never give up on their team, even when things are tough.

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Creating A Strong Company Culture

Creating A Strong Company Culture

“Leaders provide cover from above and the people on the ground look out for each other.”

The secret to success for any organization is empathy. When you work in an organization that treats you like a human being to be protected rather than a resource to be exploited, you’ll naturally feel fulfilled and happy. To achieve stable, lasting success, it’s critical to create an environment where employees feel valued and prioritized over the company’s profits. This drives their motivation to perform their best. 

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Leading by Example

Leading by Example

“Building trust requires nothing more than telling the truth. That’s it. No complicated formula.”

All organizations experience threats, whether the fluctuating stock market, newer technologies making theirs obsolete, competitors gaining more of an edge, etc. For employees to focus on effectively combating these external dangers, they must have time and energy for their work. This means that they cannot be distracted by internal threats such as a toxic workplace. 

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The Importance of Community

The Importance of Community

“Leadership, true leadership, is not the bastion of those who sit at the top. It is the responsibility of anyone who belongs to the group.”

When resources are scarce and we are facing difficult times, it’s only natural to band together to increase our chances of success. However, as our success grows, we may fall prey to greed. Over time, this greed causes us to stop looking out for others, and only for ourselves. 

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Humans are naturally social creatures, and we are happiest when part of a community. This extends to our career too - we all want to feel valued and recognized at work. Leaders Eat Last examines the role leadership plays in an organization’s successes and failures. It offers evidence-based guidelines on how to be a good leader and overcome the obstacles faced.

Creating A Strong Company Culture

Creating A Strong Company Culture

The secret to success for any organization is empathy. When you work in an organization that treats you like a human being to be protected rather than a resource to be exploited, you’ll naturally feel fulfilled and happy. To achieve stable, lasting success, it’s critical to create an environment where employees feel valued and prioritized over the company’s profits. This drives their motivation to perform their best. 

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SIMON SINEK

“Building trust requires nothing more than telling the truth. That’s it. No complicated formula.”

SIMON SINEK

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Leading by Example

Leading by Example

The primary role of leadership is to protect employees - even from each other. A good leader creates a safe community where everyone feels like they belong. Then, the only threats are external, and the team will naturally band together to fight them.  Empower your employees and they will be more proactive about and invested in their work. Leaders who simply bark orders are training their team to blindly follow without thinking.

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Leadership Perks Vs Responsibility

Leadership Perks Vs Responsibility

  1. We give leadership the perks they get to get protection in return
  2. The cost of leadership is self interest
  3. The reason we love rankings is because we are hierarchical animals and there are perks to being higher in the order

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Quality of Leaders

Quality of Leaders

  1. Leaders are willing to make sacrifices for the good of those who chose to follow them
  2. They consider the well being of others before themselves and sometimes suffer as a result
  3. Similarly, companies earn their reputation by being willing to do right thing for their people , customers, clients
  4. That reputation suffers when they break the social contract of leadership

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How can I change my ways to manifest more leadership opportunities into my life?

Leader Vs

After this read I have clearly identified the key difference between myself (middle management) and my leader (top level management).

My leader creates a safe space, he inspires me to be a leader and he takes risks to ensure my safety. I on the other hand have only been focused on the results I bring in and my own interests.

My leader secured me a 20k pay rise before securing a pay rise for himself. He literally ate last in our team of 2.

This read provides some great insights and knowledge on what it takes to be a leader.

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4 rule for managing the abstraction.

Rule no. 1

 

Keep it real-Bring people together:

-internet gives us an opportunity to meet with people and share thoughts but just as money cant buy love , the internet cant buy deep trust.

-We can,indeed get Bursts of serotonin when people like our pictures, pages or posts.

-Relationship can certainly start online, but they only become real when we meet face to face.

-Despite the positive feeling we can have when meeting people online, unlike real friendships based on love and trust, the feeling we get dont last long after we’ve logged off and they rarely if ever stand the test of time.

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Organization always changes, leader come and go, team maté constantly changing, adaptation is the must

Working Culture

Working Culture

How to make positive vibe working culture with very dynamic organ

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Autonomy; power/perception of choice

"It is not the demands of the job that cause the most stress, but the degree of control workers feel they have throughout their day... imbalance between the effort we give and the reward we feel [is stressful]..."

How can I create/encourage more autonomy in my workshops or leadership?

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