Leaders Eat Last Summary

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!

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.

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.

"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.

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.

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.

“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. 

“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. 

“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. 

Sinek emphasizes the importance of creating a “Circle of Safety” where team members feel secure and protected from external threats.

• Leaders prioritize the well-being of their team.

• A safe environment fosters trust and collaboration.

• Protecting the team boosts morale and performance.

“When we feel safe inside the organization, we will naturally combine our talents and strengths and work tirelessly to face the dangers outside and seize the opportunities.”

True leadership involves sacrifice, where leaders put the needs of their team before their own.

• Great leaders serve their teams.

• Sacrifices build loyalty and respect.

• Leaders earn their position through selfless actions.

“The true price of leadership is the willingness to place the needs of others above your own.”

Trust is the foundation of a strong and cohesive team.

• Trust fosters open communication and innovation.

• Leaders build trust through consistency and integrity.

• Trust reduces internal conflict and enhances teamwork.

“Trust is a biological reaction to the belief that someone has our best interest at heart.”

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. 

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.

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

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

How to make positive vibe working culture with very dynamic organ

"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?

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.

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.