The Infinite Game

Infinite games have infinite time horizons. And because there is no finish line, no practical end to the game, there is no such thing as "winning" an infinite game. In an infinite game, the primary objective is to keep playing, to perpetuate the game.

It is the Just Cause that we are working to advance that gives our work and our lives meaning. A Just Cause inspires us to stay focused beyond the finite rewards and individual wins. The Just Cause provides the context for all the finite games we must play along the way. A Just Cause is what inspires us to want to keep playing.

both in nations and in companies, everyone wants the opportunity to work hard and earn an income so that we may provide for ourselves and our families.

The Marine Corps uses the LRC to evaluate the leadership qualities of their future officers. They look at things like how well the candidates follow a leader or deal with adversity and how quickly they can understand a situation and prioritize and delegate tasks. The amazing thing is, of all the qualities those future leaders are assessed on, the a

It is the focus on process and constant improvement that helps reveal new skills and boosts resilience.

The fact is, we all want to feel like our work and our lives have meaning. It’s part of what it means to be human. We all want to feel a part of something bigger than ourselves.

Looking at the Performance vs. Trust graph, it is ce that no one wants the person in the lower-left corner on the team, the low performer of low trust. Clearly, everyone wanes the person in the top-right corner on their team, the hich performer of high trust. What the SEALS discovered is rher the person in the top left of the graph-the high perform

It takes the Courage to Lead to operate to a standard that is higher than the law—to a standard of ethics. And when we are pressured to do things that violate that ethical code, it takes the Courage to Lead to speak up, to make those who would pressure us to do otherwise aware of the situation they are creating. And it takes courage to offer our he

Good leaders don't automatically favor low performers ok hieh trust nor do they immediately dump high performers ch low trust, If someone's performance is struggling, or if they are acting in a way that is negatively impacting team dynam ics, the primary question a leader needs to ask is, “Ate they coachable?" Our goal, as leaders, is to ensur

The game of business has no finish line.