Performance or Trust, which one do you prefer?

Which one makes your team succeed? Do you need both? You get all the answers in the Simon Sinek’s two minutes video below and our SMART APPROACH TO REMOTE WORK MANAGEMENT.

Video Transcript

I work with the Navy. I've worked with the Navy Seals, and I asked them like who do you how do you pick like the guys that go in SEAL Team 6 right because they're the best of the best the best, the best. And they drew it. They drew a graph from me, and on one side they drew they wrote the word performance, and on the other side they were they wrote the word trust. The way they define the terms is the performance on the battlefield and performance off the battlefield. So these are your skills; this is how you make your quarterly earnings whatever; however, you want to translate it right performance; it is traditional. This is how are you off the battlefield what kind of person you are. The way they put it is I trust you with my life, but do I trust you with my money and my wife. This is what they told me. Nobody wants this person, the low performer of low trust, of course. Of course, everybody wants this person the high performer of high trust. Of course, what they learned is that this person the high performer of low trust is a toxic leader or a toxic team member. They would rather have a medium performer of high trust, sometimes even a low performer of high trust. It's a relative scale over this person. This is the highest performing organization on the planet, and this person is more important than this person, and the problem in business is that we have lopsided metrics. We have a million-in-one metrics to measure someone's performance, and negligible to no metrics to measure someone's trustworthiness. And so what we end up doing is promoting or bonusing toxicity in our businesses, which is bad for the long game because it eventually destroys the whole organization. The irony is it's unbelievably easy to find these people. Go to any team and say who's the asshole, and they will all point to the same person. Equally, if you go to any team and say who do you trust more than anybody else who's always got your back and when the chips are down, they will be there with you; they will also all point to the same person. It's the best gifted natural leader who's getting who's creating an environment for everybody else to succeed, and they may not be your most individual highest performer but that person you better keep them on your team,