1) The document discusses the importance of leaders prioritizing the well-being and safety of their employees. It argues that when employees feel trusted and cared for by their leaders, they will be more motivated and innovative. 2) It emphasizes that leaders should treat their employees like family, addressing their needs and ensuring equal treatment. This helps create a "Circle of Safety" where employees feel secure and better able to face challenges. 3) For organizations to thrive, the well-being of people must come before numbers and profits. Leaders must avoid becoming detached and instead focus on building strong relationships with employees.

1. Leaders Eat Last
Author: Simon Sinek
Summary: Golden Kumar
Why this Book?
Company leaders need to understand one thing: None of your employees
wakeup in the morning, drink a liter of engine oil, and work for 8 hours without
any emotion. Remember "Customers willnever love a company until the
employees love it first."
The Force
 OUR NEED TO FEEL SAFE
There Are Some FatesWorse Than Death:Mike DrowleyatTEDxScottAFB - YouTube
The Value of Empathy
When leaders come forward to do anything for their employees without any
intention. Their employees will end up doing anything for that leader. These types
of leaders maintain a good relationship with their employees. They will treat their
employees as members of their own family, not as employees.
 Employees Are People Too
Trulyhumanleadership:BobChapmanatTEDxScottAFB - YouTube
The best leaders always listen to their employees and try to meet their
needs and treat all employees in their company equally no matter what
color or religion they belong to. They trust their staff at all levels and
support their personal issues.

2. We See What We Want toSee
“When the people must manage dangers from inside the organization,
the organization itself becomes less able to face the dangers from
outside.”
Truly human leadership protects an organization fromthe internal rivalries that
can shatter a culture. When we must protect ourselves fromeach other, the
whole organization suffers. Butwhen trust and cooperation thrive internally, we
pull together, and the organization grows stronger as a result.
Not only a company but also this society is affected by bad leaders, for
example, if an employee is in a bad treatment environmenthe will come out of
the company and show his anger only in the community and his own family. At
the sametime, an employee who works for a good caring leader will have the
same concern in the community and his family outside.
The Awesome Responsibility
“Every single employee is someone’s son or someone’s daughter. Like a
parent, a leader of a company is responsible for their precious lives”
The best leaders treat their employees like their own children and care more
about their safety and their well-being. They are always concerned that their
employees are working happily.
The leaders of great organizations do not see people as a commodity to be
managed to help grow the money. They see the money as the commodity to be
managed to help grow their people. Therefore, performance really matters. The
better the organization performs, the more fuel there is to build an even bigger,
more robust organization that feeds the hearts and souls of those who work
there. In return, their people give everything they’ve got to see the organization
grow . . . and grow . . . and grow

3.  Belonging
Strong leaders, in contrast, extend
the Circle of Safety to include every single person who works for the
organization. Self-preservation is unnecessary, and fiefdoms areless able to
survive. With clear standards for entry into the Circle and competent layers of
leadership that can extend the Circle’s perimeter, the stronger and better
equipped the organization becomes.
Every company has two main protections which are internal safety and
external safety Itis the duty of everyonein the company to always handle this
carefully. The leaders in the organization should be as outspoken as a
commander here and they should not justoversee the safety but also stand in
frontof the force.Such leaders create a safety Circle and further strengthen
that circle by monitoring the safety of their organization and the safety of
their employees.
 Yeah, but . . .
Do not think that if there are too many accidents in your company it
is just the negligence of the employees and if the employees in your
company suffer too much heart disease do not conclude that it is a food
problem may be the real reason for their confusion in the family
environment and even the crisis that the boss gives. this will make your
organization's inner safety circle worse.

4. Misery may love company, but it is the companies that
love misery that suffer the most.
POWERFUL FORCES
 When Enough Was Enough?
When we feel like we belong to the group and trust the people with whom we work, we
naturally cooperate to face outside challenges and threats. When we do not have a sense of
belonging, however, then we are forced to invest time and energy to protect ourselves from
each other. And in so doing, we inadvertently make ourselves more vulnerable to the outside
threats and challenges. Plus, with our attention facing inward, we will also miss outside
opportunities. When we feel safe among the people with whom we work, the more likely we
are to survive and thrive. That’s just the way it is.
Humans has always had a tradition of defending itself as a group and that is why humans is
still able to survive today.
The future of the company depends on howwe work as a team in the companies and what
kind of mental state we have.
 E.D.S.O. Endorphins,Dopamine,Serotoninand Oxytocin.
Endorphins
Endorphins are any group of hormones secreted within the brain and
nervous systemand haveseveral physiologicalfunctions. They are peptides

5. that activate the body's opiate receptors, causing an analgesic effect. It's
like a pain killer drug that helps us to relax over our pain
Dopamine
Dopamine IS THEreason for the good feeling we get when we find
something we’relooking for or do something that needs to get done. Itis
responsiblefor the feeling of satisfaction after we’vefinished an important
task, completed a project, reached a goal, or even reached one of the
markers on our way to a bigger goal.
Our Goals Must Be Tangible
We must firstdecide what our goal is, and we will not get any happiness
if we simply keep working without doing it. Also, we get no happiness even
if we simply create a goal and do nothing for it. Dopamine rewards us with
a chemical rush when we’veaccomplished something, making us want to
do it again and again, which is exactly whatit takes to find things, build
things, and get things done. But it’s harder to do all things alone, especially
the big things. Together is better.
Serotonin: The Leadership Chemical
Serotonin is the feeling of pride. Itis the feeling we get when we
perceive those others like or respect us. Itmakes us feel strong and
confident, like we can take on anything. And more than confidence
boosting, it raises our status.
Oxytocin: Chemical Love
Oxytocin it is the feeling we get when we’rein the company of our closest
friends or trusted colleagues. Itis the feeling we get when we do
something nice for someone or someone does something nice for us. Itis
responsiblefor all the warm and fuzzies.
Generosity andOther Ways toBuildTrust

6. Oxytocin boosts our immune systems, makes us better problem solvers,
and makes us more resistantto the addictive qualities of dopamine. Unlike
dopamine, which is largely responsiblefor instant gratification, oxytocin
gives us lasting feelings of calm and safety.
 The Big C
One of the most important things when working as a team is exchanging
information or sharing our knowledge inside our team. This will further
strengthen the security circle of our company both externally and internally. This
will also help us to anticipate the risks within our organization and the risks that
may come fromoutside and avoid it so that they do not re-emerge in the future.If
we have strong relationships at home and at work, if we feel like webelong, if we
feel protected in both, then the powerfulforces of a magical chemical like
oxytocin can diminish the effect of stress and cortisol. With trust, we do things for
each other, look out for each other and sacrificefor each other. All of which adds
up to our senseof security inside a Circle of Safety. We have a feeling of comfort
and confidence at work that reduces the overall stress wefeel because we do not
feel our well-being is threatened.
Why We Have Leaders
The value and worthiness of leaders does not come easily, but the actions they
take make them good leaders. Leaders need to handle the most carefulprocesses
and Balance both their work and life in the rightway. Making a mistake in either
of these can affect the other. Therefore, if the leaders consider both work and life
together and everyonewho works in the company as his family, it will make their
life easier.
The leaders of organizations who risethrough the ranks not becausethey want
it, but becausethe tribe keeps offering higher status out of gratitude for their
willingness to sacrifice, are the true leaders worthy of our trust and loyalty. All
leaders, even the good ones, can sometimes lose their way and become selfish
and power hungry, however. Intoxicated by the chemicals, they can sometimes
forget that their responsibility as a leader is to their people.

7. The Ceramic Cup
 Difference betweenceramiccupan Styrofoamcup - YouTube
 We onlydeserve astyrofoamcup – A Learninga Day
REALITY
 The Courage to Do the Right Thing
And that’s what trust is. We don’t just trust people to obey the rules, we also trust that they
know when to break them. The rules are there for normal operations. The rules are designed to
avoid danger and help ensure that things go smoothly. And though there are guidelines for how
to deal with emergencies, at the end of the day, we trust the expertise of a special few people
to know when to break the rules.
Organizations that offer people an opportunity to fully commit work tirelessly to train
their people. This goes beyond the occasional class on how to write a better PowerPoint
or be a more effective presenter; these organizations offer endless opportunities for
self-improvement. The more training, they offer us, the more we learn. The more
experienced and confident we become, the more the organization is willing to give us
greater and greater responsibility
A Organization must be like a family, one must be dependent on the other and that belief
must be real. Company leaders must be trustworthy totheir employees and employees to
their leaders. Only then can the company achieve a good to a great position.
Trust is like lubrication. It reduces frictionandcreates conditions muchmore
conducive to performance. Leaders must always act witha social mindset,
abandon the ideaof oppressing employees andwork in harmony with them.
The leaders of the country or the leaders of the company who wantedto
oppress the employees have beendestroyedinhistory.
When Leaders Eat First
“No one wakes up in the morning to go to work with the hope
that someone will manage us. We wake up in the morning and

8. go to work with the hope that someone will lead us.” The
problem is, for us to be led, there must be leaders we want to follow.
 Abstraction Kills
The Milgram Experiment - ShockStudyon ObedienceConclusions - YouTube
The physicalseparation between us and those on the receiving end of our
decisions can have a dramatic impact on lives . . . the lives of people who cannot
be seen or heard. The moreabstract people become, the morecapable weare of
doing them harm.A leader who presides over a weak culture does not invest in
programs to build the confidence of their people so that they will do the right
thing. Instead, command and control perpetuate a systemin which people will
more likely do the thing that’s right for them.
when a leader embraces their responsibility to care for people instead of caring
for numbers, then people will follow, solve problems, and see to it that that
leader’s vision comes to life the right way, a stable way and not the expedient
way.
Rules to Managing the Abstraction
1. Keep It Real—Bring People Together
2. Keep It Manageable
3. Meet the People You Help
4. Give Them Time, Not Just Money
(A company can’t buy the loyalty of their employees with salaries and bonuses. What
produces loyalty, that irrational willingness to commit to the organization even when
offered more money elsewhere, is the feeling that the leaders of the company would be
willing, when it matters, to sacrifice their time and energy to help us. We will judge a
boss who spends time after hours to help us as more valuable than a boss who simply
gives us a bonus when we hit a target.)
5. Be Patient (A worldof instantgratification)

9. Challenges and Temptation
LeadershipLessons:
So, Goes the Culture, soGoes the Company (Inside a Circle of Safety, when people trust
and share their successes and failures, what they know and what they don’t know, the result is
innovation. It’s just natural.)
So Goes the Leader, so Goes the Culture (The more energy is transferred from the top
of the organization to those who are doing the job, those who know more about what’s going
daily, the more powerful the organization and the more powerful the leader)
Integrity Matters (Leadership is about integrity, honesty, and accountability. All
components of trust. Leadership comes from telling us not what we want to hear, but rather
what we need to hear. To be a true leader, to engender deep trust and loyalty, starts with
telling the truth.)
Friends Matter
Lead the People, Not the Numbers (Customers will never love a company until the
employees love it first.)
The Abyss
 At the Center of All Our Problems Is Us
All managers of metrics have an opportunity to become leaders of people. Just
as every doctor in our country learned the importance of sterilizing their
instruments, so too must every leader of every organization do the little things
necessary to protect their people. But first, they mustadmit they areat the root
of the problem.
The incentive structures weoffer inside our companies do not reward us for
cooperating, sharing information, or reaching across the company to offer or ask
for help. In other words, thereis little positive reinforcementwhen it comes to
behaviors and actions critical to maintaining the Circle of Safety.
 At Any Expense

10. The race to win has always existed and has always caused problems. In healthy
organizations, as in a healthy society, the driveto win should not precede the
desire to take care of the very people we claim to serve.
It is not whenthings come easily that we appreciate them, but whenwe must
work hard for themor when they are hard to get that those things have greater
value to us. Be it a diamond deepin the ground, career successor a relationship,
it is the struggle it takes tomake it work that helps give that thing its value.
Leaders of successfulorganizations, if they wish to innovateor command loyalty
and love fromtheir people, mustreframe the struggles their companies face not
in absolute terms but in terms relative to their success. In other words, the
dangers and opportunities that exist outside the Circle of Safety should be
exaggerated to suitthe size of the organization itself.
Leadership, true leadership, is not the bastionof those who sit at the top. It is
the responsibility of anyone who belongs to the group. Though those with
formal rank may have authority towork at greater scale, eachof us has a
responsibility tokeepthe Circle of Safety strong. We must all start today todo
little things for the goodof others . . . one day at a time.