LEADERS EAT LAST

Why do some teams become deeply aligned and coordinated, with everyone giving their all and looking out for each other, while other teams become hopelessly fragmented? Is it a matter of incentives? Pressure? Saying the right motivational words at the right time? Despite the vast literature of management, there was no consensus.

In the wake of the bestselling Start with Why, Sinek lectured around the world and got to observe all kinds of organizations up close. He became fascinated by a puzzle facing anyone who ever tried to run a business, non-profit, sports team, military unit, or volunteer group: Why do some teams become deeply aligned and coordinated, with everyone giving their all and looking out for each other, while other teams become hopelessly fragmented? Is it a matter of incentives? Pressure? Saying the right motivational words at the right time?

Despite the vast literature of management, there was no consensus. The answer finally clicked at a Marine Corps base. Sinek watched the Marines line up for dinner in precise rank order, from least to most senior. Enlisted personnel filled their trays first, then officers, then finally the general in command of the base. Sinek asked what was happening and was told, simply, “Officers eat last.” By tradition, the troops come first. Not only in the mess hall, where it’s mostly symbolic, but everywhere, especially on the battlefield. Any officer who acts selfishly will quickly lose the respect and loyalty of his unit. It turns out that “leaders eat last” sums up a fundamental principle of every high-performing organization, going all the way back to primitive tribes of hunters and gatherers.

It’s not about management theory; it’s about biology. Our brains and bodies evolved to help us find food, shelter, mates, and safety. Those biological systems haven’t changed much in the last 10,000 years. Whenever we sense danger, our defenses go up and our effectiveness plunges. But when we feel safe among our own people, we relax and become more open to trust and cooperation, and we achieve much more than we ever could as individuals. Healthy teams develop what Sinek calls a “Circle of Safety,” a sense that danger and risk are outside the circle, but inside is harmony—not rivalry, bitterness, or conflict. But this Circle of Safety doesn’t appear by magic; it’s created by leaders who focus on the wellbeing of their subordinates.
In our modern world, that includes executives who, in hard times, have the courage to sacrifice their numbers to protect their people, rather than sacrifice people to protect their numbers. Leaders who eat last are rewarded with deeply loyal followers who contribute their best efforts, ideas, and passions. Their followers go home every night feeling inspired and fulfilled, loving their jobs, and with a stake in delivering consistently great results.

As he did in Start with Why, Sinek illustrates his ideas with fascinating true stories of these rare but incredibly successful organizations, from manufacturing, startups, and tech companies, to the halls of government.

Simon Sinek is the bestselling author of Start with Why, which has helped organizations around the world inspire their people to new heights. He has presented his ideas to Fortune 100 companies and small startups, to nonprofits and members of Congress, to foreign ambassadors and the highest levels of the U.S. Military, among many others. His TED Talk based on Start with Why is the second most popular video of all time on TED.com, with more than 12.5 million views.