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

Throughout this part, Sinek emphasizes that human beings are social by nature. As a basic need, socializing in the workplace is not a luxury reserved for a select few. Since homo sapiens took their first steps thousands of years ago, community was—and continues to be—our primary mode of existence. Even in the direst of circumstances, “we are at our best when we face danger together” (41). While Paleolithic era survival looked different, its essence remains: Belonging to a group is a question of safety, both physical and emotional.

To further illustrate our biological need for safety, Sinek breaks down the four chemical incentives in our bodies: endorphins, dopamine, serotonin and oxytocin. The first two, endorphins and dopamine, are described as selfish chemicals that contextualize our need for accomplishment and invention. The final two, serotonin and oxytocin, are selfless chemicals that “incentivize us to work together and develop feelings of trust and loyalty” (46). The four together determine our biological needs and instincts, both of which are important to consider when understanding our place within larger wholes.

Sinek mentions a fifth chemical, cortisol, which is released when we feel stressed or threatened, when the indicators around us communicate that we are not safe. If there is an apparent, palpable lack of trust in the workplace, cortisol goes to work. As Sinek writes: “If we do not feel the Circle of Safety, cortisol starts to seep through our veins” (69). The more cortisol stays in our system, the more stress we experience. Eventually, the stress we carry in our bodies leads to long-term adverse health effects.

With all these chemical incentives in mind, Sinek tells the story of Charlie Kim, founder of e-commerce company Next Jump. In response to employees’ fears of being terminated for human error, Kim decided to implement a policy of lifetime employment. If an employee made a mistake, however costly it was, they would receive feedback and coaching. By addressing the fear of mistakes, Kim reduced stress, which in turn made Next Jump a healthy, thriving environment.

Sinek concludes this part by emphasizing the importance of endorphins, dopamine, serotonin, and oxytocin working together. Dopamine may fuel our sense of individual achievement, but we need the oxytocin that comes with empathy to increase our sense of belonging. The goal, therefore, is balance.