Simon O. Sinek (born October 9, 1973) is a British-American author, motivational speaker and marketing consultant. He is the author of four books, including Start With Why (2009).
Listening is not understanding the words of the question asked, listening is understanding why the question was asked in the first place.
Leadership is not achieved by an individual. Leadership is bestowed by the group.
I like stories of the classic hero, of good versus evil, the ones in which the good guys wear white and the bad guys wear black. . . and I love a good sword fight.
You have to have a patience for college.
All organizations start with WHY, but only the great ones keep their WHY clear year after year.
Panic causes tunnel vision. Calm acceptance of danger allows us to more easily assess the situation and see the options.
I only have one why, and my challenge is to make sure the things I say and the things I do remain consistent for as often and as long as possible.
We think that we all have to like each other before we trust each other and that necessarily is not the case.
A boss wants to pay for results, an employee wants recognition for effort. If a boss recognizes effort, they will get even better results.
People who believe I'm an idiot don't hire me and they don't call.
Employees represent an opportunity to inspire not a burden to carry.
Value is not determined by those who set the price. Value is determined by those who choose to pay it.
The confident ask questions to learn what will connect. The insecure just keep talking with the hope something will stick.
Great leaders and great organizations are good at seeing what most of us can’t see. They are good at giving us things we would never think of asking for.
Pure pragmatism can't imagine a bold future. Pure idealism can't get anything done. It is the delicate blend of both that drives innovation.
Great leaders state out loud what they intend to do and in doing so, they get things done.
I'm a messenger. I'm one piece of a giant jigsaw puzzle.
People have accused me of only working with good companies. No I don't. I work with some very dysfunctional companies or unbelievably dysfunctional organizations. The people that bring me in know what they're doing won't work for the future. They know they want to change and they want to change for the right reasons. They believe what I believe and that's why they called me.
When you explain to people what you're trying to do, as opposed to just making demands or delegating tasks, you can build instant trust, even if it's just for that short time you're on the phone.
Disney is beloved again. They can now attract the talent again and they can hold onto the talent again. People trust them again. It's all return since they went back to the why.