I have a healthy respect for the ideas of Simon Sinek (and other leadership gurus like him). A clearly well-spoken and self-described optimist, Sinek without question is passionate. While his ideas are not particularly original, they are sound (in the appropriate context) and when incorporated into the operating system of a business or organization, can be fire.
Being the shrewd marketer Sinek is, he has distilled his ideas into powerful sound bites that stir emotion in many - many who are disillusioned and disengaged.
It is the impact of Sinek’s sound bites that I am most concerned about. Just check out one of the many leadership quote machines on LinkedIn. Sinek’s quotes are a yard light to many providing hope.
And while I cannot pretend to know what Sinek’s motivations are, I have to wonder. Is it to sell books and speaking gigs? Or is it to make a difference in the world in a similar vein that he suggests leaders should aspire to?
While hope alone is not a sustainable strategy, there is much power in personal accountability.
And everything should be viewed within the proper context.
Organizations are complex entities, just like the people they are comprised of. It takes more than sound bites like "people leave managers, not companies" to shape sustainable performance. And while Sinek is right, organizations must start with why, he is seemingly woefully incomplete in his perspective.
Organizations must start with a why, who, and a sound strategy.
In this post, I will share what it really takes to succeed as a leader: maximizing your organizational performance. You can achieve a high state of performance when you align talent management, performance management, and culture to create performance synergy.