{"id":7103,"date":"2026-01-20T17:47:00","date_gmt":"2026-01-20T21:47:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=7103"},"modified":"2026-01-23T13:25:54","modified_gmt":"2026-01-23T17:25:54","slug":"simon-sinek-motivation","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/simon-sinek-motivation\/","title":{"rendered":"Simon Sinek on Motivation: How to Inspire Your Team"},"content":{"rendered":"\n<p>Motivation is a well-acknowledged aspect of good management. What are Simon Sinek&#8217;s views on motivation? Does he have any thoughts on how to <a href=\"https:\/\/www.shortform.com\/blog\/increase-motivation\/\">increase motivation<\/a> in employees and inspire a team?<\/p>\n\n\n\n<p>We&#8217;ll cover Simon Sinek&#8217;s thoughts on motivation from his book <em>Start with Why.<\/em> Then we&#8217;ll look at how success can actually be detrimental to an organization&#8217;s motivation, and <a href=\"https:\/\/www.shortform.com\/blog\/ways-to-stay-motivated\/\">how to keep motivation<\/a> alive and your company on track.<\/p>\n\n\n\n<!--more-->\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Originally Published: January 25, 2020<\/em><\/li>\n\n\n\n<li><em>Last Updated: January 20, 2026<\/em><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-simon-sinek-on-motivation-amp-inspiration\"><strong>Simon Sinek on Motivation<\/strong> &amp; Inspiration<\/h2>\n\n\n\n<p>Those who lead aren\u2019t necessarily #1 in terms of market share, but they\u2019re the <strong>companies or people who are setting the course for their industries<\/strong>. Apple computers only make up 3 percent of the global home computing market share; however, Apple leads the technology industry because of its impact and vision. Other technology companies are trying to become Apple, not the other way around.\u00a0<a href=\"https:\/\/www.shortform.com\/blog\/simon-sinek-biography\/\">Simon Sinek<\/a> believes motivation is the key to changing the industry.<\/p>\n\n\n\n<p>Great leaders:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Create a following of loyal people <\/strong>who rally around their WHY.<\/li>\n\n\n\n<li><strong>Inspire people to act because they <\/strong><strong><em>want <\/em><\/strong><strong>to<\/strong>, not because they\u2019re responding to an outside <a href=\"https:\/\/www.shortform.com\/blog\/what-is-incentive-meaning-and-definition-economics\/\">incentive<\/a>.\u00a0<\/li>\n\n\n\n<li><strong>Belong to all different sectors<\/strong> and aren\u2019t just business tycoons or politicians. Great leaders can come from any walk of life or industry.\u00a0<\/li>\n\n\n\n<li><strong>Have exceptional amounts of influence<\/strong> inside and outside of their industries.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-simon-sinek-motivation-amp-its-value\">Simon Sinek: Motivation &amp; Its Value<\/h3>\n\n\n\n<p>Studies show that most people are disengaged from their job. They lack <a href=\"https:\/\/www.shortform.com\/blog\/a-sense-of-purpose\/\">a sense of purpose<\/a>. And this feeling often starts from the top. Simon Sinek believes motivation is lacking because there&#8217;s no WHY. Instead, if <em>every<\/em> leader started with WHY, great results might happen:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>People would love their jobs.<\/strong> Right now, 80 percent of Americans say they don\u2019t have their \u201cdream job.\u201d By embracing WHY, organizations create inspirational environments\u2014which in turn lead to <a href=\"https:\/\/www.shortform.com\/blog\/happy-workers\/\">happy workers<\/a>.\u00a0<\/li>\n\n\n\n<li><strong>People would <a href=\"https:\/\/www.shortform.com\/blog\/be-more-productive\/\">be more productive<\/a>. <\/strong>People with their dream jobs love going to work in the morning, which leads to more creativity and productivity.\u00a0<\/li>\n\n\n\n<li><strong>People would just be happier.<\/strong> When you\u2019re more fulfilled at work, you bring that joy home with you, too.\u00a0<\/li>\n\n\n\n<li><strong>Companies and economies would grow stronger. <\/strong>They would operate on trust, not fear, which would lead to growth.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-simon-sinek-on-success-amp-decreased-motivation\"><strong>Simon Sinek on Success &amp; Decreased Motivation<\/strong><\/h2>\n\n\n\n<p>When a successful company transforms from a WHY organization to a WHAT organization, it\u2019s what Sinek calls \u201cthe split.\u201d The split happens when the leadership of a company starts focusing too much on measurable metrics, like sales and financial growth. <strong>The organization starts focusing on its WHAT, not its WHY, and stagnates as a result. <\/strong>It becomes concerned with how to manipulate customers and boost metrics, rather than with inspirational new innovations that help fulfill its mission.<\/p>\n\n\n\n<p>(Shortform note: As your company grows, you may be able to avoid this pitfall through the judicious use of delegation. In <a href=\"https:\/\/www.shortform.com\/app\/book\/how-to-get-rich\/1-page-summary\" rel=\"nofollow\"><em>How to Get Rich<\/em><\/a>, Felix Dennis explains that many people who start companies only stay minimally involved in the long term, since it\u2019s easier and more efficient to allow skilled managers to handle day-to-day operations. However, he adds that it\u2019s important to set clear guidelines about which actions or decisions need your personal approval. In the context of <em>Start With Why<\/em>, this might mean that any high-level decisions about business strategy or messaging have to go through you. This strategy ensures that the company stays true to your vision and avoids <a href=\"https:\/\/www.shortform.com\/blog\/manipulative-advertising\/\">manipulative advertising<\/a> tactics that may damage trust.)<\/p>\n\n\n\n<p>However, Sinek says the split doesn\u2019t have to happen. Here are strategies for keeping the focus on WHY as your company grows:&nbsp;<\/p>\n\n\n\n<p><strong>Make sure the WHY trickles down from the top to every single employee. <\/strong>This will keep everyone, from executives to frontline workers, focused on the ultimate goal. (Shortform note: Ensuring that your WHY trickles down from the top means starting with yourself. The authors of <a href=\"https:\/\/www.shortform.com\/app\/book\/ceo-excellence\/1-page-summary\" rel=\"nofollow\"><em>CEO Excellence<\/em><\/a> emphasize that your employees will pay much more attention to what you do than to what you say, so you must embody your company\u2019s culture and mission in your daily actions. This is especially true when staying true to that mission involves some personal sacrifice or risk\u2014for example, you might cut your own pay to fund a new initiative or cover losses.)\u00a0<\/p>\n\n\n\n<p><strong>Measure only the metrics that count.<\/strong> When you\u2019re focused on your beliefs and use <em>those <\/em>to measure your success, your company will continue to start with WHY. For example, if your WHY is to protect the environment, you might measure success by your organization\u2019s <a href=\"https:\/\/www.shortform.com\/blog\/tourism-carbon-footprint\/\">carbon footprint<\/a> for the past year rather than by its profits.<\/p>\n\n\n\n<p>(Shortform note: Sinek suggests you only track metrics that relate to your WHY, but doesn\u2019t give much specific advice about how to do so. In <a href=\"https:\/\/www.shortform.com\/app\/book\/measure-what-matters\" rel=\"nofollow\"><em>Measure What Matters<\/em><\/a>, venture capitalist John Doerr provides an effective framework for this: Define your company\u2019s <em>objectives<\/em> (clear and specific goals), <em><a href=\"https:\/\/www.shortform.com\/blog\/key-results-measure-what-matters\/\">key results<\/a><\/em> (metrics or outcomes that indicate you\u2019re on track to meet those goals), and a <em>goal-setting cycle<\/em>\u2014how frequently you adjust goals or set new ones based on the company\u2019s key results. There are a total of nine parts to Doerr\u2019s system, with the remaining six steps providing more details about how to apply this framework.)<\/p>\n\n\n\n<p><strong>Plan for leadership transitions. <\/strong>Even the most visionary people can\u2019t lead forever, so make sure to line up new leaders who support the company\u2019s WHY just as strongly as current leadership does.<\/p>\n\n\n\n<p>(Shortform note: Jim Collins and Jerry Porras emphasize <a href=\"https:\/\/www.shortform.com\/blog\/why-planning-is-important\/\">the importance of planning<\/a> for leadership transitions in <a href=\"https:\/\/shortform.com\/app\/book\/built-to-last\" rel=\"nofollow\"><em>Built to Last<\/em><\/a><em>. <\/em>They say that every leader must be committed to continuing the succession plan\u2014in other words, as soon as a new leader takes over, they should start evaluating candidates to eventually take over from <em>them<\/em>. This continuous succession planning creates what the authors call a \u201cleadership continuity loop,\u201d which ensures that power can smoothly transition from one person to another whenever necessary.)<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-school-bus-test-nbsp\"><strong>The School Bus Test&nbsp;<\/strong><\/h2>\n\n\n\n<p>To counter the problem of losing your WHY, use the School Bus Test is simple: <strong>if your CEO was hit by a school bus tomorrow, would the organization continue to thrive?&nbsp;<\/strong>Would the motivation be alive?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>If yes, that means the founder\u2019s WHY has been embraced by the company from the top down. Even without the CEO, the mission remains clear.\u00a0<\/li>\n\n\n\n<li>If not, that means your WHY is too dependent on the CEO\u2019s presence. Without a clear legacy of WHY, the organization will eventually split into WHAT, which will erode the company\u2019s competitive edge.<\/li>\n<\/ul>\n\n\n\n<p>Strong, inspirational leaders like Steve Jobs, Bill Gates, and Sam Walton do more than just share their company\u2019s values: they embody them and maintain discipline throughout the organization. So when those leaders are gone, the company runs the risk of moving into the split. <strong>In other words, a change in leadership is a good time for the company to lose sight of its WHY.\u00a0<\/strong>Simon Sinek believes motivation can decrease during these transitions.<\/p>\n\n\n\n<p>Unfortunately, this is a common issue. Here are three examples of companies that haven\u2019t planned for succession, and as a result, have gone through the split:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Walmart: <\/strong>After founder Sam Walton died, the company stopped working on being a part of the community and instead focused on selling goods at low prices.\u00a0<\/li>\n\n\n\n<li><strong>Microsoft: <\/strong>When co-founder Bill Gates stepped down, Microsoft stopped being a company out to <a href=\"https:\/\/www.shortform.com\/blog\/how-to-make-a-difference-in-the-world\/\">change the world<\/a>, and instead became a software company.\u00a0<\/li>\n\n\n\n<li><strong>Starbucks: <\/strong>With the exit of founder Howard Shultz, Starbucks stopped being the \u201cthird space\u201d for people to meet and exchange ideas. It became a premium coffee shop instead.\u00a0<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-plan-smooth-successions-nbsp\"><strong>Plan Smooth Successions&nbsp;<\/strong><\/h3>\n\n\n\n<p>Since the WHY usually comes from the company\u2019s founder, it\u2019s important to plan for a smooth succession that keeps your WHY intact when he or she eventually leaves.\u00a0<\/p>\n\n\n\n<p>In order to make the transition successful<strong>, the original founder needs to make their WHY as clear as possible.<\/strong> They have to leave a clear cause\/belief for their successor to champion. Without that, the next leader is more likely to focus on the company\u2019s WHAT.\u00a0<\/p>\n\n\n\n<p>Successors to influential leaders need to be picked based on their belief in the company&#8217;s WHY, not necessarily their skills or current position. If the new leader can\u2019t communicate the company\u2019s vision and values clearly, then the employees in the organization won\u2019t be able to, either.&nbsp;Simon Sinek believes motivation is the key to a <a href=\"https:\/\/www.shortform.com\/blog\/what-makes-a-business-successful\/\">successful business<\/a>, but a successful business can ruin motivation.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Motivation is a well-acknowledged aspect of good management. What are Simon Sinek&#8217;s views on motivation? Does he have any thoughts on how to increase motivation in employees and inspire a team? We&#8217;ll cover Simon Sinek&#8217;s thoughts on motivation from his book Start with Why. Then we&#8217;ll look at how success can actually be detrimental to an organization&#8217;s motivation, and how to keep motivation alive and your company on track.<\/p>\n","protected":false},"author":4,"featured_media":147992,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[14,42],"tags":[70],"class_list":["post-7103","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management","category-motivation","tag-start-with-why","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Simon Sinek on Motivation: How to Inspire Your Team - Shortform Books<\/title>\n<meta name=\"description\" content=\"What are Simon Sinek&#039;s views on motivation? How do you inspire a team? 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