Posted 20 hours ago

Leaders Eat Last: Why Some Teams Pull Together and Others Don't

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My free time is too precious to spend it on regurgitated case studies wrapped in appallingly weak and simplistic sentences, following next-to-no storyline. Let’s go together on this journey to understand what motivates people and create a better work environment? Destructive Abundance: how humans respond to scarcity vs surplus, and why/how leaders have become so blinded by commercial interest that they’ve forgotten who they’re supposed to serve. Is the author, Simon Sinek, profound in telling us that a company with a trusting, comfortable environment with intelligent, genuine and caring leaders will be more successful than one without? In this class, we will unpack and experience the concepts from Simon Sinek’s New York Times Bestseller, Leaders Eat Last: Why Some Teams Pull Together and Others Don’t.

When leading an organization, you don't want a team of dedicated followers ready to do your every whim, you want people who can lead themselves and those around them to accomplish the task. After trading his daily grind for a life of his own daring design, he spent a decade pursuing 100 major life goals around the globe. I don’t know how to explain it but when it comes to politics there is no black and white in my opinion and there is only a grey zone.If you are a leader who does not show up and shows the face to your team on a day to day basis to make decisions based exclusively on the short term, you may be addicted to dopamine. All the perks, all the benefits and advantages you may get for the rank or position you hold, they aren’t meant for you. Treat your employees with respect and dignity, and you will see results in every dimension of your life and your business.

And if that leader starts paying attention to his employees and treats them as people, not as mere subordinates, they’ll start to trust each other. Cultura organizationala e de mare interes si actualitate acum, se aplica foarte bine si scolilor si claselor de elevi. This creates a foundation of honesty and trust that is vital for building a sense of safety within the group.Many of them don’t even know how to build the deep, trusting human connections needed for their survival and well-being. The leadership role has a heavy burden, so think once again – are you able to manage this massive responsibility. Without empathy, we distance ourselves from our leaders and can make decisions that harm them, especially if we become our most abstract relationship.

The pyramid might have worked in the pension era, but in the digital age where a person is expected to do the work of three because they have technology and constantly evolve his or her skillset, employees need the opportunity to earn promotions. To prevent becoming addicted to these little bursts of happiness, people need to balance them out with serotonin- and oxytocin-driven sacrifices. Great leaders truly care about those they are privileged to lead and understand that the true cost of the leadership privilege comes at the expense of self-interest. Physical distance can also contribute to this emotional disconnection and lead to abstraction, where the consequences of our actions seem less real than they actually are.

If hormones such as endorphin and dopamine have developed the aptest individuals to lead, hormones such as oxytocin are more present in the weaker.

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