Book Review: The Infinite Game by Simon Sinek 

Written by Patrick Hartling

In these unusual times, when we are challenged by pressures in our roles as leaders, and as experts of change and performance, what is the meaning and worth of a book like The Infinite Game, by Simon Sinek? And what is the potential for application of the ideas presented by this very popular thinker and author to our professional practice? 

Sinek’s first book Start With Why was published in 2009. Now, he has published 5 books and some popular Ted Talk. He tackles topics and questions relating to people and behaviour. He was born in London, and lived in South Africa, London and Hong Kong and then settled in the United States. He has studied Law, and graduated with a BA in anthropology, and has worked in advertising, as an Educator and Motivational Speaker. 

I would like to begin at the back cover of my copy of The Infinite Game. From the back cover:
“We can’t choose the game. We cannot choose the rules. We can only choose how we play.”  

Next, to the Dedication at the front of the book: “To Grandma, Because you lived as if there was no finish line, May we all learn to live such an infinite life.” 

Finally, to the opening section, by Sinek entitled Why I Wrote This: “It is well within our power to build a world in which the vast majority of us wake up every single morning inspired, feel safe at work and return home fulfilled at the end of the day…. With good leaders – great leaders – this vision can come to life.” 


3. Themes and framework: It is the premise of the book that once there are at least two players, a game exists. There are two types of games - Finite or Infinite - and which one we are playing depends on our approach. In short, business and other organizations can either be either short termed focused, or incorporate a broader, long term perspective. Sinek also notes at the beginning of the book that finite mindsets in business create short term thinking. And the implications of short-term thinking are that there will be a decline in trust, cooperation, and innovation. He argues that business/ organizations are most effective when they are operating on the basis of an infinite mindset. Such an approach will provide sustainable, enduring organizations that contribute ongoing values to the public and to shareholders with a long-term perspective. In other words, creating purposeful organizations that outlast their leaders. Also, such organizations stimulate innovation and cooperation. The value that Sinek provides throughout the book is a review of practical examples by reference to well-known American. 

In addition to these elements, Sinek lays out the Five Essential Practices to sustaining an Infinite organization and an Infinite mindset. They are: 1) A Just Cause 2) Building Trusting Teams 3) Studying Worthy Rivals 4) Preparing for Existential Flexibility and 5) Demonstrating Courageous Leadership. These five concepts, together with the points mentioned in the preceding paragraph form the framework of the book. And there are examples of these practices, and their success in attaining and sustaining success. Henry Ford, and Apple and Microsoft and other business icons of America are used to illustrate the value and impact of the Infinite Mindset, as well as the Five Essential Practices. 

There are some other points raised through the book that relate to the Infinite mindset, or the Five Essential practices. For example, Sinek makes connection to alternate views of economics and the workings of Capitalism and the Market. The idea of three P’s is another interesting concept – People and Purpose and Profit are all connected – the more we provide purpose and protect people the more we are likely to gain profit (especially in the long run). 

4. Relevance to human resources? How does the Infinite Game speak to the HR profession, and professionals. This is a great area for discussion and reflection. I personally see three reasonable focal points:  A) the relevance of the ideas to individuals working in organizations: Not unlike Start With Why, this book raises a model that organizations can apply to provide inspiration and connection to individuals who want to contribute to something bigger than compensation, or passing metrics. B) the relevance of the ideas to the creation of leaders, and the focus of leadership: We can examine the way in which to develop and sustain leadership, which is essentially a function of concern to many HR practitioners. C) the connection between HR and the creation of performance metrics: Performance development programs and measures of the organizational performance can be best supported by providing recognition and support to staff, per Sinek. There are many other questions that can be used to examine Sinek’s thinking and its application to our needs as HR professionals. These range from the value and identity of your organizations worthy rivals to the means of stimulating trust in a team through just cause.

Should I read the book The Infinite Game? While I was rereading The Infinite Game in early 2021, I was also working through a lengthy and carefully researched 800-page book on the early years and life of John F Kennedy – Reckless Youth by Nigel Hamilton. The value in both books lies in the opportunity for consideration and reflection – Kennedy practiced a style of Leadership and it is very interesting to consider and understand the forces that shaped him. In terms of the Sinek book, the opportunity is to reflect upon the ways in which we can practice our own leadership style, and how we can stimulate and support the leadership of others. In terms of the importance of ideas such as Just Cause or Courage to Lead beyond the usual measures tied to short term periods, or measures, I enjoyed the ideas of the book and consider it as time well spent.