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The concept of choosing team members in the NAVY SEALS, as presented in The Infinite Game, challenges traditional hiring practices by prioritizing trust over performance. In traditional hiring practices, performance is often the primary factor considered. However, the NAVY SEALS prefer a high-trust, low-performance candidate over a high-performance, low-trust candidate. This is because high-performance, low-trust candidates can be toxic, caring more about their career growth than the team, which can negatively impact the organizational performance over time.
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When choosing team members, the NAVY SEALS, one of the highest performing teams on earth, grade them on both performance and trust. The obvious choices are those with high performance and high trust, while the definite rejects are those who score low in both. But when asked to choose between a high-performance, low-trust person and a low-performance, high-trust person, the SEALS preferred the latter. High-performance, low-trust candidates are toxic because they care about their career growth over the team. This creates an environment that makes it difficult for everyone around them and organizational performance can suffer over time.
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What’s the difference between leaders who only achieve short-term success and visionaries who create resilient and truly competitive organizations? Re...
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