I have spent every weekend this summer sitting in a beach chair to tan and then laying down on the sand to even out my back. Each time I switch over, I change the movie or song on my iPhone, but not once have I picked up a book (besides my work homework which only took two hours). However, for the first time all summer, I picked up a magazine, one my mom orders, and started flipping through it when I found this article called "How To Lead A Group" and it made me start to think about all the organizational behavior classes I have taken.
The article focuses on Simon Sinek who wrote Leaders Eat Last. The book was based on his travels around the world since the publication of his bestseller Start with Why. Simon Sinek noticed that some teams were able to trust each other so deeply that they would literally put their lives on the line for each other. Other teams, no matter what incentives were offered, were doomed to infighting, fragmentation and failure.
Why?
The answer became clear during a conversation with a Marine Corps general. “Officers eat last,” he said. Sinek watched as the most junior Marines ate first while the most senior Marines took their place at the back of the line. What’s symbolic in the chow hall is deadly serious on the battlefield: great leaders sacrifice their own comfort—even their own survival—for the good of those in their care.This principle has been true since the earliest tribes of hunters and gatherers. It’s not a management theory; it’s biology. Our brains and bodies evolved to help us find food, shelter, mates and especially safety. We’ve always lived in a dangerous world, facing predators and enemies at every turn. We thrived only when we felt safe among our group.
The biology is clear: when it matters most, leaders who are willing to eat last are rewarded with deeply loyal colleagues who will stop at nothing to advance their leader’s vision and their organization’s interests.
So with Simon Sinek's mindset he answered the following questions:
- What attribute does a leader need most?
- What's a common mistake that leaders make?
- Say you're in a group without an assigned leader. Whats the best way to step up?
- Once you're in command, how do you gain the trust of team members?
- How can you get slackers to ship in?
- How do you encourage creative thinking?
- How can you tell what you're doing well?
I personally believe that question one is easy and simple because every organization believes that they need this the most: COMMUNICATION. If you were to do a study of almost every organization you would see from the bottom up and looking down that communication is lacking on every level and between all different relationships. This is why they focus on communication so much in school whether it be public speaking or completing a job interview.
Also, I believe that question four has a simple answer as well. Trust is built on mutual respect and acknowledgement of everyone's feelings. If you allow everyone to feel heard and respected, you can build trust.
Finally, I believe that question six is simple as well. Creative thinking comes from leaving the box open and never saying "no" but instead saying "maybe" or "can I think about it?" This will make others feel that they are not wrong, and could find inspiration that could lead to the correct answer.
Discussion about all these ideas has been a large part of my curriculum as an Industrial and Labor Relations major because we are required to take organizational behavior classes. Our behavior can be analyzed by so many mindsets but I believe the one that gives us true insight into how a person really is. Those that are slackers are not motivated by their passions. Those that try to take control of the group in a rude manner only care about themselves. I have been a part of every type of group and I'm sure you have too. So the next time you're doing a group project just think about how you want to be perceived by others or how others might perceive you.
