The Infinite Game

Leaders are not responsible for the results, leaders are responsible for the people who are responsible for the results. And the best way to drive performance in an organization is to create an environment in which information can flow freely, mistakes can be highlighted and help can be offered and received.

To ask, What’s best for me” is finite thinking. To ask, “What’s best for us” is infinite thinking.

Infinite-minded leaders understand that “best” is not a permanent state. Instead, they strive to be “better.” “Better” suggests a journey of constant improvement and makes us feel like we are being invited to contribute our talents and energies to make progress in that journey.

In weak cultures, people find safety in the rules. This is why we get bureaucrats. They believe a strict adherence to the rules provides them with job security. And in the process, they do damage to the trust inside and outside the organization. In strong cultures, people find safety in relationships. Strong relationships are the foundation of high-performing teams. And all high-performing teams start with trust.

Culture = Values + Behavior

When leaders are willing to prioritize trust over performance, performance almost always follows.

There is a difference between a group of people who work together and a group of people who trust each other.

The best way to drive performance in an organization is to create an environment in which information can flow freely, mistakes can be highlighted and help can be offered and received.

One of the primary jobs of any leader is to make new leaders. To help grow the kind of leaders who know how to build organizations equipped for the Infinite Game.

Trust must be continuously and actively cultivated.

Words matter. They give direction and meaning to things. Pick the wrong words, intentions change and things won’t necessarily go as hoped or expected.