Simon Sinek - Trust vs Performance (Must Watch!)

[Henlarious]

This theory is correct. I acquired a business several years ago with 45 employees. I fired a dozen of them and hired by personality only. My employee turnover rate was less than 5%. The average store’s turnover was 25%. After 8 months the CEO flew out to meet. He wanted to know how my location was able to retain employees. I told him the other locations hired based on skill set but the people’s personalities were toxic. I hired by personality and if they fit the team then trained them. My teams all got along and it was one of the highest performing locations out of 3000 stores in the USA.

[scottdowney]

I can't believe how much truth he fit into 2 minutes and 27 seconds.

This is true everywhere, but it is most true in the most competitive realms - sports, business, and the military.

Spot on.

[PeterFerr]

Saw this a while ago, and this is how I've come to evaluate people in my life

[PaulBKal]

I run a specialised business in a remote community and can never find skilled staff. A few years ago I stopped employing on skill levels and just employed the best PEOPLE I could. Business has boomed ever since and in the worst skills shortage since WW2 I have maintained full staff levels at all times, with incredibly low staff turnover. It works

[candysherburne]

This is completely BRILLIANT! Thank you for posting.

[sheryll]

I love this and it is very true. I don't own a business. But I lead a team. I will always take choose someone I can trust than a great performer I can't trust when the chips are down. The same goes for working for others. Sometimes there are middle management you can't trust, but are good at being seen to be the boss and behaving like so. And I find that people start to quit or quiet quit when that happens.

[FKR_Lab]

Performance on the Battle field
✔️skills
Performance out of the Battle field
✔️character

[alexzapf]

Wow. Mind blown. So simple, yet, so true. Companies invest millions in the wrong research to find qualified candidates.

[rickybobby]

The best thing about seeing Simon Sinek are the drawings. I’d pay a small fortune for an original signed Sinek.

[shepatown]

Profound! The trust part is more complex and can be more personal, but building trust has a lot of factors, of which I''ve remembered these five: Competence, Commitment, Caring, Benevolence, and Predictability.

[simonm]

Simple and clear, should let more managers to reflect

[DavidJones-orek]

Wow! This just brought tears to my eyes.???!

[exodeus]

Good point. My only qualm with this presentation was that he said “we have little or no metrics to measure trust”. I am sure that we have lots of them but they are never disseminated tot he general public. Because being a trustworthy person correlates to how to comport yourself when you believe “no one is watching”. So you will never know you are being tested until the test has concluded. A couple movie examples that come to mind are “The Circle” and “Ender’s Game”.

[peterashley]

So true. I worked for a co. that had Bubbly Personality and BrownnoseAbility instead of performance. Result: Corruption and low performance in management.

[RaviG-bvyd]

What you said made complete sense Simon. Unfortunately, nearly all businesses reward those in the top left corner! The moral of the story for me is that when toxicity is pervasive, it only keeps promoting such people and punishes the trustworthy and even medium performers.

[carol-usxn]

Trust and support is very important. Both of them have their place in any condition.

[tonyhladun]

I managed engineering and technical organizations for 30 years and I agree with him. I combined performance and trust into respect. You don't respect an asshole. How could you learn if you could trust someone? You asked them a question to which you knew the answer. You could trust them if they were truthful or even said they didn't know, but not if they spun a yarn.

[Moultronn.]

I immediately thought of my coworker and friend Austin 🤘🏼

[Larsbor]

Love this speach .. if every teacher was so interesting and funny (and trustworthy ;)

[MrWonny]

As a self identified MPHT manager this is so relatable. I find as I continue my mission the greatest threat is fellow managers trying to let you fail ‘I’ll show him’, or workers who will take advantage of your high trusting environment. The cream, however, will readily rise to the top.