cc image courtesy flickr.com/photos/30946745@N06
This long weekend could not have been more timely. I needed a refresh and while Saturday was framed by 6am and 6pm Grace O'clocks, I've had the luxury of time to explore artists markets, movies, research papers and books. Now it's Monday and I need to turn my attention to Three Thanks - right after I get this post out of my head.
One book I finished was Simon Sinek's "Start With Why". I ran across Simon's TED Talk "How Great Leaders Inspire Action" (also the subtitle to his book) and was left wanting more, so I grabbed a copy of his book. Unless you are seriously into marketing texts, I think Simon's TED talk is just enough to get the main point across which is an elegant idea that Simon calls his "discovery". Simon embodies his discovery in what he calls the The Golden Circle. It's a simple concentric circle model with WHY at the center, surrounded by HOW and WHAT.
He describes the implications as this:
He describes the implications as this:
Every single person, every single organization on the planet knows WHAT they do, 100 percent. Some know HOW they do it, whether you call it your differentiated value proposition or your proprietary process or your USP. But very, very few people or organizations know WHY they do what they do. And by "WHY" I don't mean "to make a profit." That's a result. It's always a result. By "WHY" I mean: what's your purpose? What's your cause? What's your belief? Why does your organization exist? Why do you get out of bed in the morning? And why should anyone care?
Simon predominantly uses three case studies to demonstrate how the idea of WHY is a differentiator for success: 1) why Apple has become a predominant technology company, 2) why the Wright brothers succeeded despite lack of funds, and 3) why Martin Luther King inspired the nation not with what should be done, but with the why of his beliefs.
He argues that organizations that begin with a strong sense of WHY and keep themselves centered there are far more effective that those that focus on WHAT they do or HOW they do it.
He argues that organizations that begin with a strong sense of WHY and keep themselves centered there are far more effective that those that focus on WHAT they do or HOW they do it.
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