The Go To Guys (Part 3)


A few weeks back I asked several members of my team for a value add initiative that our Clients were neither expecting nor asking for. And because we respect data privacy and security here like crazy, I will need to change some details and names but hopefully, you will still get the gist and the whole point of the comparison. With that said, for the aforementioned purpose and limitation, the “ask” will be henceforth known as “Ice Cream”

To be clear these are teams whom I both equally love and adore today and for the foreseeable future. These are teams who continue to elevate what it means to be class leading. This is just a nice and candid example of difference in mindsets (which can be changed for better or worse) and only an example of staying conscious of that fact.

Earlier this week I asked both teams how we were doing in getting the Ice Cream for our clients. Here are the responses:

Team A
As discussed previously approval to access Ice Cream Stores will have to go through a full exemption process (Ice Cream Association of the Philippines requirement).

The first step is to conduct a sweetness and flavor assessment (this has been submitted). This then will have to go through a review with VP of Ice Cream Flavors before approval is given.

As per Ice Cream Flavors team, realistically getting approval may not be quick, so while we seek that route they also recommended to reach out to the Ice Cream Association of the World that caters to the this kind of service we are trying to work on.

They gave me a name we can contact to get more information, I have already reached out to that person to look at the possibility of getting assistance in case ICAOTP (Ice Cream Association of the Philippines) approval is not given.

On a personal note, if we need to get the Ice Cream ready sooner, we may want to consider having Willy Wonka work from directly inside the Ice Cream Store. In this regard, there will be no risk of compromising Ice Cream Flavors and Sweetness and Willy Wonka will be able to work clearly without outside influence.

Points to consider:

  • All identified challenges are real and factual and very sensible
  • It would be better if the challenges were identified and communicated ahead of time so help could have been provided in removing roadblocks instead of waiting for the follow up to inform that there were indeed challenges present that puts completion dates at risk.


Team B
We have requested two scooping stations preferably inside an air-conditioned room that simulate the environment of a real Ice Cream Store. The Senior Flavor tester is helping me secure Ice Cream Association of the Philippines approval.

I have also researched on several free Ice Cream tools online like Mentose, Social Mentose, Scrutiny Alerts, Scrutiny Trends, etc. and checked if these free tools could can help us achieve the same purpose.

I also subscribed to SocialScoopers (one of the tools used by our Partner Ice Cream Store), free trial for 2 weeks. So far I have gotten good amount of sweetness and flavors that I can start analyzing (see attached).


Points to consider:

  • Encountered the same roadblocks as Team A but still progressing with results expected. Fulfilled the parameters of the ask without breaking policy or deviating from the prescribed path.
  • The preliminary results are of commendable quality and insights generated are admirable in spite of the challenges.


I have written about this  and this before. Similar to Simon Sinek’s “Free Bagels” story… in terms of being able to achieve something, there are 2 types of people:

  1. The people who see the things preventing them from getting the thing that they want (the long line to get to the Free Bagels)
  2. The people who see nothing but the thing that they want (The Free Bagels)

Which one are you?
Which one do you have on your teams?
Which one do you want on your teams?

For me, the answer is simple:
The people who are Solutions Oriented, the people who make things happen in spite of the challenges. The people who get things done regardless of roadblocks. The “Go To” guys. Careful JoeyBoy, Jecla, and Ron G, looks like Marlon is challenging your status.

The takeaway here – is Be Solutions Oriented. You owe it to yourself and your teams. It is a far better way to go than wasting your time on how and why something will not or cannot work.

Falling Out of Love – Another Rant

As the title says, this is a rant. There will be lessons here but nothing quite so direct. So here goes…

I’ve been feeling it for the last couple of years.
There were many signs, many indicators that suggest this company is no longer the same.
Some would call it denial while some would say it’s just me trying to have faith in what I saw in this company many years ago.

It’s really kind of heartbreaking when I reminisce of how you started.

You were the new kid on the block. Multiple funny and sometimes sad stories of how painfully under resourced, undermanned and underfunded you were. But it didn’t matter, the select few you had shared the same set of values and beliefs and fought with blood, sweat and tears to bring the company out of the rut. It wasn’t easy, there were ups and downs, a couple of hits and misses here and there but everybody was passionate about seeing the company succeed and it wasn’t long until you became class leading.


You were quite the trailblazer. Everybody was watching your seemingly unstoppable growth. The industry held you with so much high regard. You were the one to watch.

You had a clear sense of purpose. You had a clear sense of WHY. Every single employee understood the company’s purpose and why the company existed. Even people not part of the company (who longed to be part of it) understood what you were all about – To be the best, to challenge all conventional norms, to be the unmistakable example of excellence.


And then just like any empire in stories of old, your success became your weakness. You grew too big too fast, leaders were brought in who didn’t share or even at the least understood the values, the real WHY.


  • It became about being profitable above all else, when it used to be about being the best and being excellent.
  • It became about gaining more customers versus taking care of and cultivating the ones you already had.
  • It became about keeping the shareholders happy.


Personally, there is nothing wrong about wanting to be profitable except that it should be a result of being excellent at what you did.

There’s nothing wrong with wanting more customers but it shouldn’t come at the expense of your existing ones. Word-of-mouth, advocacy is the genuine and sustainable way to gaining more customers.

This is my personal take about the difference between the leadership of Steve Jobs versus Tim Cook.

If you think about it Apple stock is at an all-time high, so shareholders couldn’t be happier. OK, I realize how unfair that comparison is. Especially if you start thinking about how Steve didn’t care about the shareholders more than he did about challenging nay breaking the status quo. (The result of which was exponential financial benefit that eventually made shareholders happy) versus removing the headphone jack and gain 8% revenue tacked on iPhone sales (because you own the patents for the lightning jack)


So why does it feel wrong? Why doesn’t it feel like the same old company that we all admired in the past?

Could it be because we are holding them to unrealistic standards? Expecting them to come up with innovations year after year?

Could it be because the competition has gotten so much better (who else is in love with their S8+ right now?) and Apple has been content with the format and platform that they’ve perfected years ago?

Lot of easy questions to throw, answers are harder to come by.

And that’s why this is a rant. And a rant it may be but you can’t deny there are lessons in there too.

This One is For the Winners

I have written several stories about these people, the people who unintentionally give us perspective, the people who sometimes remind us of what we could become if we’re not careful, the people who make some of us look really good… I am talking about the Losers. Read about them here.


I write about them whenever I encounter situations that painfully remind me of why I need to be careful, why I always remind as many people as I can of the warning signs when we’re closely wobbling that fine line. Because without staying conscious of it, it’s dangerously very easy to fall into that mindset. YES – it’s a mindset. It’s not some innate talent to think of all the barriers, the challenges and how the world owes you a favor and how you’ve never done anything wrong and are always the victim.


Today I write about the people who rise above all the BS (the Bad Stuff) and just continues to get it done. This post is for you ladies and gents who I am proud to call peers. Who I am extremely honored to work alongside with. This is for you who in spite of having your own problems and challenges just like everyone else, choose to focus on things that you can control, ask for help for those that you can’t and choose to stay positive. To the past and recent awardees of the Blue Diamond Club, especially those whom I directly work with; Angel, Carlo, Ely, Fred, Joy, Ryan, and the rest who joined the ranks of less than 170 people in a company of 40,000. I am proud to know and work with you.

To the people who get sent out of the country for an all-expense paid trip and visit their respective Client Headquarters for being TOP performers and innovators: Honelyn, John Kenneth, Donabel, Allie Jane, Lennie, Sol, Serida, Karl. May you continue to be a source of inspiration for your peers and progressively challenge and move us forward.

Official Theme Song (play this in the background while reading 🙂 )

This is for all you Performer Winners out there who make us say – I want to be like you and do better (and not, I wouldn’t want to be that person ever)


This is for all of you Leader Winners who make their direct reports say – I am better today because of you (and not, I am better today in spite of you)


This is for you Team USAIR Training 2005


This is for you Team SPIRIT Ops 2008


This is for you Team USAIR Ops 2009


This is for you Team T-OPS Ops 2011


This is for you Project LAMP Team 2013


This is for you Team SPG 2013


This is for you Team Legen_Dary 2014


This is for you Team Legen_Dary 2016


This is for all the people who are reading this now. You’re likely on this distro because I feel you’re someone who wants to continuously improve, evolve and be better than the day before and is actually capable of doing so. Someone forwarded this to you because they believe in you and see you in the same light.


Keep on Keeping on Winners!

Making Change vs. Making a Point

In a previous post, I shared this very powerful post from Simon Sinek’s blog about the difference between Making Change and Making a Point. Borrowing the title as it appropriately covers the story for today’s post.


A good portion of the last few weeks had me spending time with Leaders within and outside my group asking for advice on retention best practices and true engagement actions to which some of the said best practices have been covered extensively in my posts over the last few months.


One of the stories that stood out for me in these recent interactions is the story of topic for this post.

This is concerning a group of people who whether consciously or not, chose to make a point and decided that the best way to do this is to resign as a group. Unfortunately this was driven by a leader who chose to use her influence in the wrong way. To prove a point, the leader invited, suggested, incited that they leave the company they were working for because of all the problems, hardships and challenges they were experiencing and true enough, a good portion of said leaders team joined and eventually left.

It was indeed a big hit within their Operations but quite honestly not enough to merit the impact they all imagined it would have. In a matter of weeks, they were all replaced and everyone in the company moved on.


The story for this group however was not so fortunate. After their ill advised celebration and festivities subsided, The “Leader” of course got hired and has now moved on. The team was not so lucky. Most of them ended up being in the new company’s recruitment offices alone, by themselves without so much as a text or email from the leader they followed.

The others were forced to take jobs of a lower level than they previously had, the others remain jobless to this day, wondering what happened and how they ended up being in this situation.

What is more unfortunate is that this true story, is not the only one. There are many similar permutations and variations of this story that focused on the wrong thing.

  • Negativity vs. Solutions
  • Perception vs. Reality
  • Emotions vs. Results

And similar to my old post about Juan, that not only has disastrous consequences but it can put you on an endless loop where you can’t escape.


Some highly recommended tips to address:

Escalate – This is never a bad thing when done correctly. Escalation is just a fancy term for asking for help and when the problem is beyond your capability to solve, go and ask for help. Ask for help in the right way and never go the “anonymous” or mass email route. If your concerns are legit, then you have no reason to hide.

Ask the Right People – Huddling together in one corner where you stew on each other’s challenges and frustrations does more harm than you think. I recommend put all that energy into compiling proof, data, documentation that can be used to fix the problem.

Maintain a Positive Attitude – not just because it’s the right thing to do, not just because it drives so much more positive action and better results but because you owe it to yourself and the people you work with. This is especially true if you are in a leadership position.


There are very very few problems and issues that are beyond our capability to fix. The difference is in how we choose to address them. The last portion of David Mead’s comments, sums it up perfectly – Throwing rocks at the city wall makes a statement, but it rarely changes anything. Worse, it widens the rift between the two sides, making it more difficult to build trust and to cooperate. On the other hand, doing the hard work of finding commonality in cause and purpose and working together to bring that cause to life, changes everything.

The 5 Stages of “The WHY”

In the last few weeks, I had some interactions with several Managers from teams past and present who I indirectly work with asking for advice on a surprisingly (or maybe not) similar topic.

  • How do I get the team who works for me, to understand me better?
  • How do I make the team who works for me, to stop being afraid of me?
  • How do I ensure they align with the priorities we have as a team?

Fortunately, these leaders are already familiar with the concept of Mr. Sinek’s Starting with WHY and so one of their questions were (which I am very happy about)

I already shared with my team “the WHY” of why we do things, but I can’t get them to fully buy in, how do I do that?

The advice I gave revolved around the following tips:

First, you need a tweak in mindset or at the very least, change the framing of your communication – The team doesn’t work for you, You’re the one who works for them. If you’re a Supervisor, you don’t have 15 people who serve you, you have 15 people who You need to take care of.

2nd, Exert effort to let them get to know you. Like everything that invokes Fear, it is rooted on understanding. They “fear” you because they don’t know you. Not well enough, and if they don’t know you well enough, they won’t understand you. And just like what they say in the X-Men movies, people fear what they don’t understand.

3rd, the best way for your people to get to know you is to Spend time with them. Some of the best teams that I have ever been on are teams where we make time for each other. Working silently in one conference room even if there is no meeting, eating together, going out together at least once a week. If it’s a young or newer team, the frequency should be at least twice a week.

4th, Every interaction needs to be genuine, Get to know them and find what is important to them, what primary emotions drive them out of your usual top 5; Greed, Fear, Love, Prestige and Guilt. You may use these as guidance in how to interact and how to position the team’s “WHY”, how they can contribute and how it benefits them.

Last, Find the Alpha. This one is for the more unusual or atypical situations especially if dealing with a larger group. 90% of bigger teams, look to someone within the team who is “the influencer “or “the alpha” This person may or may not be aware that he/she is the “unofficial leader” but you’d be wise to get to know, and get this person’s buy in and the rest of the group will naturally follow.

There are many other ways to do it but they need to be authentic measures. And once again, Authenticity means, everything you say and do, you actually believe.

Because these interactions and discussions were so engaging and interesting for me, this got me thinking about the concept of “WHY” and even though it’s one of the best ways that I have learned so far on how to build trust and build great relationships within the team, I think there are levels to it which is why its impact, execution and results vary from time to time.

My theory is it has 5 levels

Awareness – Whatever gets talked about the most, gets done. This is the fundamental level of Starting with WHY. You have to talk about it passionately and as often as you can making sure everyone in your team is aware.

Understanding – Once the details are clear and absorbed, comprehension can begin. It needs constant reinforcement to ensure it moves to the next step.

Acceptance – They recognize the benefits and the positive impact following your team’s WHY brings. Once you get to this step, behaviors start to change and momentum starts building. It’s only a matter of time till you get to the proverbial tipping point to

Advocacy – aka buy in. They believe and are now agents of change within your team. They get to the point where they not only speak passionately about the teams objectives but they now attract people with the same set of values and beliefs to be part of your team

DNA – I believe very few people get to this stage. Very rare but not impossible or unheard of. This is where the values and beliefs are ingrained and embedded to both behaviors and mindset. The stage where the team develops a clear sense of identity which is especially helpful if you are part of a large organization. This keeps your sense of purpose clear and spot on as well.


That’s my take. Where are you with your Teams? Do they know the real you? Are you spending enough time with them?  Do you genuinely know what is important to them? Do you know who your Alpha’s are?


Clarity and Consistency of the WHY in your teams is critical for sustained success. Make it TOP Priority

It Takes Time

Had a good conversation with an old friend over the weekend. We started in the industry together some time ago and I sat there listening to him rant about how much he hates the industry today. How much it has become commoditized but mostly what got his indignation are:

  1. How much it has become populated with people who are impatient
  2. People who lacked the drive to invest in their own learning
  3. And more often than not filled with people who always had the “victim” mindset

I remember talking about similar topics in the past about Millennials and talked about how some of the people nowadays that lacked vision.

I am just amazed at how there seems to be a shift in mindset from these people lately. I want to say it’s an age thing but it’s not. I know of people my age or older that are equally guilty of the traits my friend and I are frustrated about. I have personal thoughts and opinions but I am neither wise nor audacious enough to say that these are 100% accurate. So instead, I will just again share my message/advice and tips to these people, Millennials or not.

I narrowed it down to a list of 3 items

Be Patient

Anything worth having will take time. It’s the fundamental law of the universe. Precious stones take nearly a century to form, muscles take years to build when being worked out, and the same goes for your careers. Let me map out a reasonable timeline for you based on what I’ve seen in the BPO industry

  • Frontline or Agent level – 6 months to a year
  • Supervisor level – 1 to 2 years
  • Asst. Manager level – 2 to 3 years
  • Manager level – 3 to 4 years
  • Director level – 3 to 4 years


On average from Frontline to Director will take about 10 to 14 years and guess what… that’s ok. The problem is that some people will look at this and say “that’s too long” or “there has to be a faster way” and while yes in some cases, it will be faster especially if you are Jedi Master Caliber whenever you take on a new role, but in most instances – it won’t be. It’s not supposed to.

It’s called building a career. You need that time to get to know and be great at your position, get to know the people, learn the tips and tricks of the trade. Like I said in the previous article, jumping from one company to another or relying on performance appraisals to get a salary bump prevents you from doing that. And it won’t be able to improve your situation well enough to achieve exponential levels of increase in both skills and finances. You need to find a mentor and learn all you can from them. You need to build contacts, a network of leaders within and beyond your peer group, you need to become a specialist and build next level of specialists in your care. And that… takes time.


Be Focused

Not on the hardships, not on the challenges or the trials that will come your way. Do not misunderstand me, I am not saying you won’t experience them or that you’re not supposed to feel tired, fatigued or even beaten from time to time. You will most certainly feel that and guess what… that’s ok. You’re supposed to rise above all that, learn from every misstep and work on making yourself better.


Focus instead on the future you’re trying to build. Because that’s what this is all for right? Focus on the feeling of satisfaction nay fulfillment when you:

  • Bring home the news to your loved ones that you just got promoted…. Again.
  • Are riding the jeep or taxi to pick up your new car
  • Smile looking at your passport and the many different stamps on the multiple countries you got to visit… for free.
  • Drink your coffee early in the morning standing in the street looking at your house being built
  • Receive that receipt in the mail confirming the fully paid educational college plans for your kids

The list goes on and on but as you can see, these all do not and cannot happen overnight. These take time.


Be Grateful

Accept that whatever your problems are, things are much worse for some and could be worse for you. In some cases it has been worse for you in the past. So regardless of religion, be thankful to that higher power for what you receive and what you are blessed with. Everything you’ve learned and everything you enjoy, learn to give back.

  • Always remember to be thankful to your mentors who helped bring you to where you are today
  • Give time to your direct report or a member of your team who’s struggling to find their way
  • Be thankful to members of your team who consistently do their share of the work and in some cases take on more than their share therefore making the load lighter for the rest
  • Give back to the community. There is no gesture or spending threshold small or big enough. All of it matters.
  • Be grateful for the time you get to spend with your family and when you are there, be there.

It doesn’t have to be financial or monetary in nature but you must give back not only whenever the chance presents itself, you actually have to make time.


Here’s hoping that this message is something you take to heart and share with you direct reports as well. I will close with a quote from renowned novelist Jack London;

If a thing is worth doing, it is worth doing well.
If it is worth having, it is worth waiting for.
If it is worth attaining, it is worth fighting for.
If it is worth experiencing, it is worth putting aside time for.

Turning A Crisis Into A Miracle

I recently saw the movie “Sully” and I was blown away. Not just by the wonderful retelling of one of the most interesting events of 2009, not just by how amazing Tom Hanks is as an Actor but I was really amazed by how much Leadership Lessons are present in this movie.

You can now officially add this to the roster of Leadership centric movies; Coach Carter, Lincoln, Apollo 13, Pirates of Silicon Valley and many more.

Another reason why this movie was extra special for me is because I along with many other members of our team were actually part of the event. I can still recall it to this day, I was getting ready to end my day that time when we got a call from our senior clients asking for OT and a quick refresher training on scripts specifically dealing with a reported plane crash at the Hudson River.

I remember taking a few seconds to process the news, then quickly called for a meeting and we were ready to go.

Granted we were several thousands of miles away in a call center but it still felt very real for us talking to customers, addressing their questions, calming their fears, making sure we stick to the process and procedures to abate beyond the normal concerns that flooded our phone lines mere hours after US Airways flight 1549 landed on the Hudson River that fateful day of January 15, 2009. It was surreal.

Recommending everyone to watch this movie for its sheer entertainment factor and the brilliant lessons you will pick up from a Leadership standpoint.

Doing my research for this post, I chanced upon 34 great quotes from Brian Dodd’s Leadership Blog. You should go check him out here.


Below are the Top 10 that I liked.

Successful Leaders Know What They Are Doing – “It was not a crash. We knew what we were doing. It was a forced water landing.”

Leaders Are Often Required To Be Immediately Decisive – After the birds collided with the plane, Sully had to take immediate action. He said, “There was no time for calculating.”

Leaders Must Own The Results Of Their Decisions – “I bet my life on it. I’ll do it again.”

Trust Takes A Lifetime To Build And Can Be Lost In A Moment In Time – “I’ve safely delivered one million passengers over 40 years and tomorrow I’m going to be judged over 208 seconds.”

Successful Leaders Focus On Doing Their Job – “I don’t feel like a hero. I’m just a man doing a job.”

Leaders Must Not Panic During Times Of Chaos – After the bird strike and with both engines failed, Sully began checking his instruments and working his standard flight system.

During Times Of Crisis Trust Your Training – After getting instructions from the Captain to brace for impact, the flight attendants began screaming in unity to the passengers, “Brace! Brace! Brace! Heads down! Stay down!” They had obviously been properly trained and went into action.

During Times Of Crisis Use Brevity In Your Communications – After landing the plane, Sully entered the passenger and said one word, “Evacuate”

To Successfully Lead Through Crisis You Must Be Willing To Make Great Personal Sacrifices – Captain Sullenberger was the last one off the plane. He was the last one off the life rafts into a ferry. He was the last one off the ferry.

Successful Leaders Are Generous Leaders – Sully gave credit to his co-pilot, the flight attendants, the passengers, the NYC port authority and police officers. He said, “We did this together. We were a team. We did our job.”


Hats off to my former teammates back then who successfully handled over delivered queues of roughly 200% and delivering hundreds of OT Hours and still maintained CSAT scores above targets. “We did this together. We were a team. We did our job.”


Don’t Stop Until You Make a Dent in the Universe

Caught up with an old friend who just recently dropped her “Manager” title and told me “Hey, I super owe you. I use your blog every week so I have something to discuss with my people and help get them thinking more like leaders”


I told her that she didn’t owe me anything and that I was happy enough that she is investing in her time weekly to make her team better through whatever means and medium necessary.


She proceeded to tell me that the favorite of her entire team is “Make a Dent in the Universe

They like it because it apparently reminds them to stay focused and understand that there will be challenges and that these are all part of the grand scheme of things to make an impact. Whether that impact meant their own careers, their assistance to their peers or direct reports or the impact they’re making to their families, anything. As long as you are making a difference, you can never be in the wrong direction.


Keeping true to the premise that we learn from each other, she shared this video with me which I then shared with some of cool leaders I work with today.

As expected, it resonated with most of them (people with the same set of values and belief set will do that) and got some great discussions ongoing. The comments had a similar theme. All in reference to the current hardships being experience in their expanded, in some cases promoted roles, they quipped;

“No one said it’s gonna be easy”, that’s what you told me, Sir :-)”
“We all wanted this
“Every time we think of giving up, we just shrug it off and remember that we asked for this.”


Just one of the reasons why I trust and respect most of these leaders I work with past and present, it’s because they “get it”. I then reminded the rest what “This” meant. That this among other things is about financial freedom, material contribution, career peak, making a difference and helping others learn, be better and achieve their own dreams, versus those who are mediocre, the whiners, the quitters and the losers, whose names will quickly fade into obscurity and won’t be remembered by anyone.


Today is fitting and a good update to what apparently is my most popular post. 😀

I am sure most of you will remember what game changing announcement was made exactly a decade ago today. Do you remember?


What initially began as a painstaking super confidential initiative called “Project Purple” that started way back in 2004 that had about roughly 1000 people working eventually came to fruition.

It was exactly 10 years ago to this day when Steve Jobs unveiled the iPhone to the public on January 9, 2007, at the Macworld 2007 convention at the Moscone Center in San Francisco.

It changed the world.

I have written about this event, this experience so many times so I won’t repeat it now, but take the time to go through what it was like.

Do you think the people responsible for this had it easy? Heck No!

You can pick up any article, autobiography out there and you will read about literal blood, sweat and tears on top of thousands upon thousands of hours that enabled them all to make a dent in the mobile phone universe.


In case you’re unsure of what the “dents” are;

Check back what old phones looked like then, compared to what they look like today. Every single mobile phone today regardless of company have the original iPhone to thank for being the template. Every one of us have iOS to thank for every single mobile phone experience in existence today.

It destroyed everyone and left 2 gigantic mobile companies in its wake. (Nokia and Blackberry) Companies who both disregarded its future potential, underestimated customer adoption and was overconfident with their own success. They are now a mere footnote of “what not to do” and a cautionary tale of “complacency” in this ever changing world.


As this New Year starts, what dents are you making in your universe?

Or are you still focused on what your barriers are?


It doesn’t have to be another iPhone, it doesn’t even have to be anything glamorous.
It can be as simple as being remembered for the help you gave someone many years ago that they still carry with them today.
Whatever it is just don’t allow yourself to fade in the background. Don’t be mediocre, don’t be content with the notion of “that will do” a.k.a. “pwede na yan”


Keep pushing, keep striving, keep succeeding, and keep making a difference.


Don’t stop until you make a Dent in your universe.

Why Authenticity Matters

We’ve heard it time and time again, the first step in being successful is to be yourself.

To be Authentic.

Ever since I picked this up from Mr. Sinek, I have written about this so many times and believe it to the core:

Authenticity means, the things you say and the things you do, you actually believe.

That is what it means to be authentic.

It follows a natural logic flow:

  1. Authenticity is needed so you know you have the right set of values and beliefs.
  2. The right set of values and beliefs are symbols you send out to the world about who you are.
  3. The right set of values and beliefs are needed so you can find people with the same set of values and beliefs. We have the natural, anthropological need to find people like us.
  4. When you find people with the same set of values and beliefs and you work with them, a beautiful thing happens – trust emerges.
  5. And when you work with people you trust and they trust you, they have your back and you have theirs – you are able to take more risks, you are able to perform better and are able to achieve greater things than you would have been able to by yourself.


This is why Authenticity Matters.


The cycle is broken if you are NOT Authentic:

  • You can’t say “you always have to be on time” and yet you’re the one always late.
  • You can’t say “you have to power through all the challenges” and yet you are the first to give up when things become difficult.
  • You can’t say “our people are our most important resource” and then have an executive lounge or cafeteria.
  • You can’t say “I am willing to put in the hard work and the sacrifice needed to get this leadership role” and be upset because your vacation leave is questioned or disapproved.


This is the reason why people choose to work, choose a partner who are “like them” because it’s the natural thing to do. The sensible thing to do.


Don’t get in a relationship with someone who likes to party a lot, if your idea of a fun time is sitting down sipping tea while reading a good book. There is nothing wrong with either one, but forcing them on each other will not end well.


Don’t work for a boss, a team, a company or group where hard work and efficiency is the priority if your focus is vacation time or incentives. There is nothing wrong with you if vacation and incentives are your priority, you just need to find a team, a company, a group where that is the priority as well.


If you are not authentic, meaning you fake your values or pretend that you have them, just so you can fit in, get a job, get a promotion, get in a relationship, anything – it won’t last.


Eventually, the environment where the same set of values and beliefs are prominent, they will overpower you, you will be ostracized, they will force you out and you will have broken a key element in any group, company, team or social setting – you will become untrustworthy.


So the lesson here, Be Authentic. It will be for the best.