Are you all in with nurturing your WHY, or do you spend an equal amount of time focused on developing a HOW?
Everyone knows Simon Sinek’s book Start with Why is one of the most popular books, and Ted Talks of all time.
However, there is another thought-provoking book written by Dov Seidman, titled How and subtitled “How You Do Anything Means Everything.”
I agree with Simon Sinek’s idea of “Start with WHY,” and I think Dov’s focus on HOW perfectly complements it, even though Dov doesn’t explicitly make that connection.
Bear with me for a second; I’m curious to know what you think are “Why” and “How” rivals or do they each work better when applied together.
Simon Sinek (Why): His core idea is that people are motivated by why they do something, not what or how. He argues that leading with PURPOSE inspires and attracts those who believe what you believe, fostering a sense of belonging and loyalty. It’s about tapping into intrinsic motivation.
Seidman (How): Seidman focuses on how we achieve our goals. He emphasizes the importance of character, integrity, and VALUES. It’s not just about what you achieve but how you get there. He highlights the importance of building trust and sustainable relationships.
Do they conflict or complement?
I believe they absolutely complement each other and, when combined, create a powerful foundation for a collaborative mindset that inspires co-creation.
Why & How are two sides of the same coin.
Here’s how they work together:
Sinek’s “Why” inspires collaboration. When everyone understands and aligns with the overarching purpose, it creates a shared vision. This shared “why” becomes the North Star, guiding decisions and actions. It ignites the passion needed for true co-creation. People are more likely to contribute their best ideas when they feel connected to something bigger than themselves.
Seidman’s “How” provides the framework for collaboration. A shared “why” is great, but without a shared understanding of how to act, it can lead to chaos. Seidman’s emphasis on values, integrity, and ethical conduct creates trust and psychological safety for genuine co-creation. People are likelier to be open, vulnerable, and share their ideas when they trust their collaborators and know that the process will be fair and ethical.
My conclusion:
Think of it this way: Sinek ignites the fire (the passion for the “why”), while Seidman provides the fireplace (the framework of values and principles within which the fire burns brightly and safely).
What do you think?
Are you all in with nurturing your WHY, or do you spend an equal amount of time focused on developing a HOW?