Thoughts from a Simon Sinek talk (linked below) on trust and performance.

link - https://www.instagram.com/reel/CYT1lV1oeVm/?utm_medium=copy_link

https://www.youtube.com/watch?v=7M96tDpYGZA

Transcription

Trust versus performance.

Hi I'm Brian Pombo, welcome back to Brian J. Pombo Live.

Today I have a quick little snippet of video from Simon Sinek.

If you haven't seen Simon Sinek he's known for a lot of things, but one of his top books was, Start With Why.

Excellent book, I've discussed it other times on here, definitely one to go out and look at.

I was sent this little snippet of video of Simon Sinek, given a talk regarding this concept of trust versus performance.

This was sent to me by my friend David Medina. Thank you, David.

I wanted to show you kind of give you a synopsis of it, I've got a link in the description if you want to go check out that video.

But the idea and he got this from working with the Navy Seals, and they said that it's an interesting dichotomy. This idea of, you've got people that you could raid on, on performance, and you've got people you can write on trust, but trust is not one of those things that people pay close enough attention to.

Here's what they're saying.

Obviously, if you've got someone that's of low trust and low performance, that's not someone you're after, right?

But if you've got someone of high trust and high performance, well, that's the ideal, that's a unicorn.

But in reality, that's kind of tough to find.

So if you had to choose one over the other, which would it be?

So if you had a high performer, but was when we see here, high performer, that was low on trust, which I believe would put us here?

No, wait for a second high, high performer, low on trust.

They were saying this as a toxic personality, that they're going to destroy your team, everything else because they're really good at what they're doing. But if you can't trust them, then you're really in trouble.

Because they do a good job but there's something not right character-wise.

Whereas if you've got a high trust personality, that is a low performer.

That is more ideal.

It's a better situation because if you trust them, you can at least you can still train them, you can get your brain performance up.

But you can't train for the character, you can't train for trust. And so you'll they'll look for more medium performance versus high performance if the trust factor is higher.

Now, how do you rate that?

How do you rate trust?

Well, it's a difficult thing, and nobody ever talks about it. And so we talked about on here a lot is how important trust is to every relationship, not just the employer-employee relationship.

But in terms of a consumer to a product or service. Trust is one of the main things.

It's one of those areas that most people don't pay enough attention to. Dan Kennedy has a book on the NOBS guide to what is NOBS guide to trust-based marketing.

This was one of the first times I had heard someone specifically talk about trust,