Simon Sinek Quotes

«Costco sigue siendo una empresa a la que se le da mejor servir a un miembro del club y a un empleado que a un accionista».

If most companies don't really know why their customers are their customers or why their employees are their employees, then how do they know how to attract more employees and encourage loyalty among those they already have?

Menjadi autentik bukanlah syarat dari sukses, tetapi menjadi syarat dari sukses yang langgeng.

Those who lead are able to do so because those who follow trust that the decisions made at the top have the best interest of the group at heart.

A good vision statement, in contrast, explains, in specific terms, what the world would look like if everything we did was wildly successful.

A team is not a group of people who work together. A team is a group of people who trust each other.

Companies that fail to communicate a sense of WHY force us to make decisions with only empirical evidence. This is why those decisions take more time, feel difficult or leave us uncertain.

If you want to have a happy, successful, fulfilling, confident life, you have to commit yourself to take care of the people around you.

Everything about being a leader is like being a parent. It is about committing to the well-being of those in our care and having a willingness to make sacrifices to see their interests advanced so that they may carry our banner long after we are gone.

What this means is that the converse is also true. A supportive and well-managed work environment is good for one’s health. Those who feel they have more control, who feel empowered to make decisions instead of waiting for approval, suffer less stress. Those only doing as they are told, always forced to follow the rules, are the ones who suffer the most. Our feelings of control, stress, and our ability to perform at our best are all directly tied to how safe we feel in our organizations. Feeling unsafe around those we expect to feel safe — those in our tribes (work is the modern version of the tribe) — fundamentally violates the laws of nature and how we were designed to live.

Working hard for something we do not care about is called stress, working hard for something we love is called passion.

I know of no case study in history that describes an organization that has been managed out of a crisis. Every single one of them was led.

Most of us live our lives by accident—we live as it happens. Fullfillment comes when we live our lives on purpose.

If there were no trust...no one would take risks. No risks would mean no exploration, no experimentation and no advancement of the society.

Where finite-minded organizations view people as a cost to be managed, infinite-minded organizations prefer to see employees as human beings whose value cannot be calculated as if they were a piece of machinery. Investing in human beings goes beyond paying them well and offering them a great place to work. It also means treating them like human beings. Understanding that they, like all people, have ambitions and fears, ideas and opinions and ultimately want to feel like they matter.