Why Rewarding Behavior Over Performance Can Transform Your Team | Simon Sinek

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Toxic high performers can erode team morale while balancing incentives can lead to sustained success. Simon shares a personal story illustrating the power of recognizing initiative and the importance of aligning rewards with company values.
Video from Vituity, February 2024, in conversation with Imamu Tomlinson
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Simon is an unshakable optimist. He believes in a bright future and our ability to build it together.
Described as “a visionary thinker with a rare intellect,” Simon has devoted his professional life to help advance a vision of the world that does not yet exist; a world in which the vast majority of people wake up every single morning inspired, feel safe wherever they are and end the day fulfilled by the work that they do.
Simon is the author of multiple best-selling books including Start With Why, Leaders Eat Last, Together is Better, and The Infinite Game.
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Website: simonsinek.com/
Live Online Classes: simonsinek.com/classes/
Podcast: apple.co/simonsinek
Instagram: / simonsinek
Linkedin: / simonsinek
Twitter: / simonsinek
Facebook: / simonsinek
Simon’s books:
The Infinite Game: simonsinek.com/books/the-infi...
Start With Why: simonsinek.com/books/start-wi...
Find Your Why: simonsinek.com/books/find-you...
Leaders Eat Last: simonsinek.com/books/leaders-...
Together is Better: simonsinek.com/books/together...
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#SimonSinek

Опубликовано:

19 май 2024

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Комментарии : 20

@MattGillis 27 дней назад

When you only reward performance you run the risk of creating a cut throat environment, whereas rewarding behavior, builds a winning environment, where everyone can be lifted up.

@the_abraham_project 27 дней назад

This is exactly what we discussed recently in connection with raising children. Thank you very much for the good input.

@ridwanahebrahim551 22 дня назад

100% Simon thats all ive seen in my work life.Bad behaviour gets rewarded

@tahiyamarome 24 дня назад

Applies to our entire culture

@vsboy2577 26 дней назад

Usually bosses are the underperformed

@dyamoy 25 дней назад

After the clap, the audio isn’t in sync hahahah good ep!

@gouravarora5838 27 дней назад

Phenomenol!

@mx-umaru 24 дня назад

Sycophants and narcissist could butter up their bosses to win this.

@brain_respect_and_freedom 28 дней назад

👍

@gouravarora5838 27 дней назад

Little bit work with honour!

@gouravarora5838 27 дней назад

Infusion is good

@gouravarora5838 27 дней назад

Souveniur is left and sometimes I know and must be and watch I got

@pokebreaker 28 дней назад

Second

@herbbert82 28 дней назад

Output can be tracked, behavior can´t. Look at the numbers! what if a toxic leader rewards unethical behavior?

@GLJosh 28 дней назад

I agree, quite frequently Simon talks about concepts that are great after the 'necessities of business have been achieved'. "Great work team! I have removed the toxic high performer, but we missed our numbers the past two quarters, and this department might be getting shut down."

@PhotonBeast 28 дней назад

I think he might argue that if your business or department is so contingent on one individual then 1) why is everyone else there to begin with? and 2) you need a better department or business structure because it's so fragile. Because even outside of toxic behavior, what happens if that individual goes on vacation? Retires? Gets sick? Quits? Changes their output? At that point, a org dependent on that one individual falls apart. It's short term gains over long term wins and stability. Whereas a strong team that has slightly less performance will continue to do so consistently because any given team member can jump in, because you don't need any one person for any given task - you can give anyone any task. And this team will stay with the org much longer because they're not dealing with toxic behavior and backdoor politicking. The organization is more robust and more productive overall and in the long run. As for behavior tracking, while you can't track it on the micro level, you can at least get insight on the macro level. During reviews, getting feedback from direct reports, from team members, and other people that work with an individual will give you insight in to their behavior. Looking at these reviews over time can give insight. And if there are HR violations, well, there's that too if the person is that bad.

@EienGakushuusha 27 дней назад

I take it that by behavior Simon means those behaviors that reflect the core values of the organization, not just any behavior a leader wants to. If the values themselves are toxic or not communicated well, then it's the top leaders' responsibility. Behavior can be tracked to a certain extent, through observation, eyewitness account and 360-degree interview. In my opinion a jelled-up team of average performers with congruent values and culture is more valuable than a few star-performers who crunch out the number short term but are disruptive to the organization's culture.

@gouravarora5838 28 дней назад

Aggressive you are!

@gouravarora5838 27 дней назад

This is not lush green inside,😊

@mietonen 28 дней назад

Director Sir Ridley Scott's impressive 'The Last Duel' is on Disney+. I watched it straight after I had bingewatched the Shōgun. Awesome! I have a friend, whom I would say is a toxic high performer - and I would keep him in a team. An impressive high perfomer. A visionary person. I believe some people would think me, as myself - to be a toxic person. ... Some people think that Simon Sinek is toxic - "Is he the one who hates millenials?" I don't belive that ❤ (But I did understand the askers view, and perspective, and said "Yes!") People might seem toxic without a deeper understanding of judgement. 🤍 Take care, and goodbye!