Leaders Eat Last: Why Some Teams Pull Together and Others Don't

Members of Great Groups tend to function with a sense of noblesse oblige, with the mind-set that much is expected of those who have received extraordinary gifts. This may be one reason that there is less conflict within Great Groups than within ordinary ones. (Being consumed by a project external to themselves is another reason for their relative t

sweeter deal. And here are the things we’re doing to advance our cause …” And then the details of HOW and WHAT you do follow. But this time, it started with WHY. Imagine if every organization started with WHY. Decisions would be simpler. Loyalties would be greater. Trust would be a common currency. If our leaders were diligent about starting with W

Without socially positive opportunities to exercise our autonomy, we tend toward self-promotion over self-sacrifice and fixate on personal gain over collective prosperity.

Jeff understands that a lack of trust perpetuates fear. If you fail to earn the trust of your team members, fear eventually becomes their primary driver. They will fear your opinions. They will fear your decisions and evaluations. They will fear failure. They will fear you. Once fear becomes dominant, the organization can barely operate, let alone