Simon Sinek - Trust vs Performance (Must Watch!)

Summary

This video discusses the importance of balancing performance and trust in elite teams like the Navy SEALs. It highlights how SEAL Team 6 selects members based on both battlefield skills (performance) and personal integrity (trust). The key takeaway is that high trust often outweighs high performance when it comes to long-term team success. Toxicity arises in environments where performance metrics are overemphasized without considering trust, which can harm organizational culture. The video emphasizes that fostering trust is crucial, and teams should prioritize individuals who create supportive, trustworthy environments, even if they are not the top performers.

Takeaways

• 😀 High performers with low trust are seen as toxic leaders and team members, even if they excel in their field.
• 😀 Trustworthiness is just as important, if not more, than performance in building effective teams.
• 😀 SEALs categorize team members using two factors: performance (skills and results) and trust (personal integrity).
• 😀 The ideal team member is someone who excels in both performance and trust, creating a high-functioning, cohesive unit.
• 😀 The worst combination in a team is someone with both low performance and low trust, who brings little value.
• 😀 A person with high trust but low performance can still be a valuable team member, as trust fosters cooperation and morale.
• 😀 Business environments often reward performance without considering trust, which can promote toxic individuals.
• 😀 Trust in a team is measurable and visible; it's easy for team members to identify who they trust and who they don’t.
• 😀 Toxicity in business can be minimized by focusing not just on performance but also on building a culture of trust.
• 😀 Trust is foundational to long-term organizational health, while performance metrics alone can lead to short-term success but long-term failure.
• 😀 Teams need leaders who create environments where others can succeed, and these leaders might not always be the top individual performers.

Q & A

How do Navy Seals select members for Seal Team Six?

Navy Seals select members for Seal Team Six by evaluating two main factors: performance and trust. Performance is about battlefield skills and personal achievements like earning goals, while trust involves how reliable and trustworthy a person is off the battlefield in areas such as relationships and integrity.

What is the difference between 'performance' and 'trust' in the context of Seal Team Six?

'Performance' refers to a person's ability to execute tasks, whether on the battlefield or in a work environment, like meeting goals or delivering results. 'Trust' refers to a person's character and reliability in relationships, such as whether others trust them with significant responsibilities or personal matters.

Why is trust considered as important as performance in selecting Seal Team Six members?

Trust is essential because it determines whether someone can be relied upon in critical situations. Even a high performer with low trust can be a toxic leader or team member, negatively impacting the team's dynamic. High trust ensures a supportive and dependable team environment.

What did the Navy Seals conclude about high performers with low trust?

The Navy Seals concluded that high performers with low trust are toxic leaders or team members. While they may excel in their individual tasks, their lack of trustworthiness can undermine team cohesion and negatively affect the overall organization.

What is the ideal type of person to have in a high-performing team?

The ideal person is someone with high trust, even if their individual performance is not the absolute highest. A person with high trust creates a supportive environment where others can succeed, making them more valuable than a high performer with low trust.

Why is it difficult to measure trust in business environments?

In business, there are numerous metrics to evaluate performance, such as sales figures, productivity, or project completion rates. However, trust is harder to quantify, as it involves subjective measures like personal integrity and reliability, which aren't as easily tracked.

What is the danger of focusing too much on performance in business?

Focusing too much on performance and neglecting trust can promote toxic behavior. High performers with low trust might be rewarded, leading to a toxic environment that harms the long-term success of the organization and undermines teamwork.

How can toxic leaders be identified in a team?

Toxic leaders can be easily identified by asking team members who the 'asshole' is, as they will almost universally point to the same person. These individuals tend to undermine team morale and create divisiveness.

How can trustworthy leaders impact a team's success?

Trustworthy leaders have a positive influence on a team by fostering a supportive and cooperative environment. They are dependable and help others succeed, making them valuable assets to the team, even if they aren't the highest performers individually.

What role does the 'natural leader' play in a team?

The 'natural leader' is someone who, although they may not be the highest performer, consistently creates an environment where others can thrive. They are the person that teammates trust most, and their leadership style contributes to the success and cohesion of the entire team.