The Power of Trust Over Performance: Lessons from SEAL Team 6

"Performance gets you attention; trust gets you on the team."

In a compelling talk by Simon Sinek, he delves into the selection process for the elite Navy SEALs, specifically SEAL Team 6—a group that carries out some of the most dangerous and high-stakes missions in the world. At first glance, you might think that these warriors are chosen purely based on physical prowess, strategic brilliance, or their ability to perform under extreme pressure. But Sinek reveals an entirely different reality: trust trumps performance when it comes to who makes the cut.

This concept has profound implications—not just for military teams but for businesses, families, and any group that wants to succeed in challenging environments.

Let’s unpack what Sinek shares and explore how this key principle can transform the way we build teams and lead in high-stakes environments.

The Two Dimensions of a SEAL: Performance vs. Trust

According to Sinek, when Navy SEALs select who gets to be a part of SEAL Team 6, they rely on a matrix that plots each candidate across two axes: performance and trust.

• Performance: This refers to the individual’s technical skills, capability in combat, physical fitness, and overall ability to get the job done.
• Trust: This is how much a team can rely on the person—both in the heat of battle and in the downtime. It’s not just about combat; it’s about integrity, moral character, and the sense of having each other’s backs.

Here’s the kicker: When given a choice between a high-performer who lacks trust and a more trustworthy person with slightly lower performance, the SEALs overwhelmingly choose trust.

Why?

Because performance, while critical, doesn’t carry the weight of trust when lives are on the line. You can train someone to become a better performer, but instilling trust is far more complex.

The Trust/Performance Matrix: Analyzing the Four Quadrants

To fully appreciate why trust outweighs performance, consider this simple matrix:

High PerformanceLow PerformanceHigh TrustThe IdealPotential GrowthLow TrustDangerousUnreliable

• High Trust, High Performance (The Ideal): The people who score highly on both metrics are the ones every team dreams of. They perform under pressure and are deeply trustworthy. They thrive not just in their role but as collaborators. Unfortunately, these individuals are rare.
• Low Performance, High Trust (Potential Growth): These individuals may not be the best performers, but they can be trained. What makes them invaluable is that they are loyal, dependable, and embody the values of the team. The SEALs are willing to invest in these people because they trust them.
• High Performance, Low Trust (Dangerous): This is the biggest red flag for SEALs. These individuals are outstanding on paper and in performance metrics, but they lack integrity and trustworthiness. They may excel in a high-stakes moment but are dangerous in the long run because their self-serving nature undermines team cohesion.
• Low Performance, Low Trust (Unreliable): This is the group that simply doesn’t make the cut. They neither perform well nor can be trusted. For obvious reasons, these people are filtered out early in the selection process.

Why Trust is Non-Negotiable in High-Stakes Teams

Sinek's insight into SEAL Team 6 provides a unique window into why trust is non-negotiable, especially in environments where life and death are at stake.

1. Trust Is the Foundation of Psychological Safety

In elite military teams—or in any high-performing team—psychological safety is the cornerstone of success. When every member knows that their teammates have their back, it fosters an environment where individuals can take calculated risks, innovate, and perform at their peak without fear of being sabotaged or left behind.

In a corporate environment, the same principle applies. Employees who feel safe, trusted, and supported by their peers are more likely to collaborate effectively, share innovative ideas, and contribute to a culture of growth.

2. Trust Breeds Accountability

When trust is present, accountability follows naturally. On SEAL Team 6, each member knows they are part of a whole and that their actions directly impact the safety and success of the entire team. If one person falls short, the mission could fail, or worse—lives could be lost.

In business, this means employees are more likely to take ownership of their work, ensuring they deliver on promises and support the collective mission of the organization. When trust is lacking, people tend to retreat into self-preservation mode, doing only what benefits them personally, even at the cost of the team's success.

3. High Performers Without Trust Break Teams

Sinek points out that the SEALs are wary of high performers with low trust because these individuals often put their personal gain ahead of the team. In an environment like SEAL Team 6, where lives are on the line, selfishness can have catastrophic consequences.

In a business context, a similar risk arises. High performers who undermine their colleagues, manipulate situations, or chase personal recognition can poison a team's culture, leading to resentment, division, and eventually—failure. These "brilliant jerks" might deliver results in the short term but will cost far more in the long term.

What Can Businesses Learn from SEAL Team 6?

In your business, it's tempting to prioritize star performers, especially when you're scaling fast and every metric matters. But Sinek's message is clear: trust is the real currency of high-performing teams. Here’s how you can apply this to your organization:

1. Hire for Trust, Train for Skill

When assembling teams, emphasize integrity, collaboration, and cultural fit over raw performance. A person who may not hit all your performance targets today can always grow into the role. However, if they don't embody your core values from the start, you’ll spend more time fixing problems than reaping rewards.

2. Assess Team Dynamics Beyond Performance

As a leader, take a holistic view of team dynamics. Who builds others up? Who encourages collaboration? Are your star performers also the ones helping their peers succeed? Look beyond KPIs and consider how individuals contribute to trust and cohesion within the team.

3. Develop a Culture of Trust

Building a high-trust culture means fostering open communication, encouraging vulnerability, and leading by example. Create an environment where mistakes can be discussed openly, feedback is constructive, and everyone feels like they have a voice. Trust isn’t given, it’s earned—and building it takes time.

Conclusion: Why Trust Is the Real Differentiator

Simon Sinek’s talk about the selection process of SEAL Team 6 highlights a profound truth: Trust is what separates a good team from a great one. In the world of business, where innovation, speed, and collaboration are paramount, trust serves as the glue that holds everything together.

If you want your organization to thrive, stop focusing solely on high performers and start nurturing a culture of trust—because in the end, it’s trust that wins the mission.

Watch Simon Sinek’s full talk on SEAL Team 6 selection here: Simon Sinek on Trust in SEAL Team 6

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