Leaders Eat Last

When we feel like we belong to the group and trust the people with whom we work, we naturally cooperate to face outside challenges and threats.

Trust is foundational. Organizations thrive when leaders create a "Circle of Safety" where employees feel protected and valued. This environment fosters trust, cooperation, and innovation, enabling teams to focus on external challenges rather than internal threats.

Key elements of the Circle of Safety:

• Open communication

• Mutual support

• Shared values and goals

• Empowerment and autonomy

When employees feel safe, they're more likely to:

• Take calculated risks

• Share ideas freely

• Collaborate effectively

• Commit to the organization's mission

Leadership is not a license to do less; it is a responsibility to do more.

Servant leadership. True leaders prioritize the well-being of their team members over personal gain. This approach builds loyalty, trust, and commitment within the organization.

Characteristics of effective leaders:

• Empathy and understanding

• Willingness to sacrifice for the team

• Focus on developing and empowering others

• Accountability for both successes and failures

By putting others first, leaders create a ripple effect of positive behavior throughout the organization, fostering a culture of mutual support and shared success.

When the system is in balance, however, we seem to gain almost supernatural ability. Courage, inspiration, foresight, creativity and empathy, to name a few.

Chemical balance matters. Four key chemicals – Endorphins, Dopamine, Serotonin, and Oxytocin (E.D.S.O.) – significantly influence our workplace behavior and relationships.

Understanding E.D.S.O.:

• Endorphins: Mask physical pain, enable perseverance

• Dopamine: Provides motivation and reward for achievement

• Serotonin: Fosters pride, confidence, and status

• Oxytocin: Builds trust, loyalty, and social bonds

Leaders who create environments that balance these chemicals foster more productive, innovative, and cohesive teams. Recognizing the role of biology in workplace dynamics can help organizations design better policies and practices to support employee well-being and performance.

Empathy is, as Johnny Bravo explains, "a second by second, minute by minute service that [we] owe to everyone if [we] want to call [ourselves] a leader."

Cultivate meaningful relationships. In today's fast-paced, technology-driven work environment, human connection and empathy are more crucial than ever for building strong teams and successful organizations.

Ways to foster empathy and connection:

• Active listening

• Face-to-face interactions

• Team-building activities

• Mentorship programs

• Celebrating collective achievements

By prioritizing empathy and human connection, leaders can create a more supportive work environment, leading to increased employee satisfaction, loyalty, and productivity.

When we divorce ourselves from humanity through numerical abstraction, we are, like Milgram's volunteers, capable of inhuman behavior.

Humanize your metrics. As organizations grow and rely more on data-driven decision-making, there's a risk of losing sight of the human impact of those decisions. Leaders must balance quantitative metrics with qualitative understanding of their people.

Strategies for maintaining a human-centered approach:

• Regular face-to-face interactions with employees at all levels

• Storytelling to illustrate the human impact of decisions

• Incorporating qualitative feedback in performance evaluations

• Encouraging cross-functional collaboration and empathy

By keeping the human element at the forefront, leaders can make more ethical and effective decisions that benefit both the organization and its people.

Profit isn't worth violating their integrity.

Long-term thinking. While short-term results are important, prioritizing them at the expense of long-term organizational health can be detrimental. Leaders must strike a balance between meeting immediate goals and building a sustainable, thriving organization.

Key considerations for balancing short and long-term focus:

• Invest in employee development and well-being

• Maintain ethical practices, even when facing pressure

• Foster a culture of innovation and continuous improvement

• Build strong relationships with stakeholders

• Regularly reassess and align organizational values and practices

By taking a balanced approach, organizations can achieve sustainable success and maintain their integrity in the face of challenges.

Human beings have thrived for fifty thousand years not because we are driven to serve ourselves, but because we are inspired to serve others.

Adapt and inspire. Modern workplaces face unique challenges, including technology addiction, generational differences, and a search for purpose. Leaders must address these issues to create thriving organizations.

Strategies for overcoming modern workplace challenges:

• Implement policies to manage technology use and foster face-to-face interaction

• Bridge generational gaps through mentorship and reverse mentorship programs

• Clearly communicate organizational purpose and how each role contributes

• Encourage work-life balance and personal growth

• Create opportunities for meaningful collaboration and shared experiences

By addressing these challenges head-on, organizations can create more engaged, productive, and fulfilled workforces.

Integrity is when our words and deeds are consistent with our intentions.

Walk the talk. A culture of integrity and accountability is essential for building trust, both within the organization and with external stakeholders. Leaders must model these values consistently and create systems that reinforce them.

Elements of a culture of integrity and accountability:

• Clear communication of ethical standards and expectations

• Transparency in decision-making processes

• Consistent enforcement of policies across all levels

• Recognition and reward for ethical behavior

• Safe channels for reporting concerns or violations

• Regular ethics training and discussions

By prioritizing integrity and accountability, organizations can build a strong reputation, attract top talent, and create a more resilient and successful business.

It is not the work we remember with fondness, but the camaraderie, how the group came together to get things done.

Embrace challenges together. Shared struggles and challenges can be powerful catalysts for team bonding and innovation. When teams face difficulties together, they often emerge stronger and more cohesive.

Ways to leverage shared struggles for team growth:

• Frame challenges as opportunities for collective problem-solving

• Celebrate small wins and progress along the way

• Encourage open communication about obstacles and concerns

• Provide resources and support for overcoming challenges

• Reflect on lessons learned and growth after overcoming difficulties

By embracing shared struggles, teams can develop stronger bonds, enhance their problem-solving skills, and drive innovation within the organization.