Leaders Eat Last: Why Some Teams Pull Together and Others Don't

Literary awards - Goodreads Choice Award Nominee for Business Books (2014).

Why is it that only a fortunate few can say, "I love my job"? It feels unjust that finding fulfillment at work seems as rare as winning the lottery, with only a handful of people feeling valued and truly belonging in their organizations.

But imagine a world where almost everyone wakes up eager to go to work, feels trusted and appreciated throughout the day, and returns home with a sense of fulfillment.

This isn’t some far-fetched dream. Today, in many thriving organizations, exceptional leaders are fostering environments where people naturally collaborate to achieve remarkable things.

Since the success of his bestseller Start with Why, Simon Sinek has traveled the world and observed that in some teams, trust runs so deep that members are willing to risk their lives for one another. In contrast, other teams, despite generous incentives, are plagued by infighting, division, and eventual failure. What makes the difference?

The answer came to Sinek during a conversation with a Marine Corps general.

“Officers eat last,” the general said.

Sinek noticed that in the chow hall, the youngest Marines ate first while the highest-ranking officers waited at the back of the line. What’s symbolic in the dining hall becomes a matter of life and death on the battlefield: great leaders sacrifice their own comfort—even their own survival—for the well-being of those they lead.

This principle has been at the core of human survival since the days of the first hunter-gatherer tribes. It’s not just a management theory; it’s rooted in our biology. Our brains and bodies evolved to seek out food, shelter, mates, and most importantly, safety. In a world full of dangers, we thrived only when we felt secure within our group.

While our biology hasn’t changed in 50,000 years, our environment has. Today’s workplaces often breed cynicism, paranoia, and self-interest. Yet, the most successful organizations cultivate trust and cooperation because their leaders create what Sinek calls a Circle of Safety, a protective barrier that shields the team from external threats and unites them against common challenges.

This Circle of Safety gives rise to stable, adaptable, and confident teams where everyone feels they belong, and all energy is focused on facing the enemy and seizing opportunities.

As in Start with Why, Sinek brings his ideas to life with compelling true stories drawn from diverse fields, including the military, manufacturing, government, and investment banking.

The biology is undeniable: when it matters most, leaders who are willing to eat last earn the loyalty of colleagues who will stop at nothing to advance their leader’s vision and the organization’s goals. And the results are nothing short of extraordinary.