Simon Sinek's Book, "Leaders Eat Last" and the Timeless Wisdom of Alcoholics Anonymous

In Leaders Eat Last, Simon Sinek makes the case that true leadership is about service—about putting the well-being of others before personal gain. He reminds us that leadership is not about power, but about responsibility, and that strong communities thrive when people feel safe, connected, and supported. In many ways, these lessons echo the principles that have guided Alcoholics Anonymous (AA) for nearly a century.

Both Sinek’s vision of leadership and the 12-Step framework rest on the same foundation: human connection, humility, and service.

1. Service Before Self

AA members are encouraged to “carry the message to those who are still suffering.” This spirit of service is freely given, without expectation of payment or recognition. Likewise, Sinek highlights that the best leaders are those who serve their teams—leaders who eat last so that others are fed first. In both settings, service becomes a form of leadership that fosters trust and healing.

2. Making Amends and Building Trust

The Ninth Step of AA—making direct amends whenever possible—emphasizes accountability and the restoration of broken relationships. Sinek writes about the trust economy within organizations, where leaders who admit mistakes, take responsibility, and repair harm create stronger, more resilient teams. Both traditions recognize that trust is the glue that binds communities together.

3. Humility in Leadership Roles

In AA, the person guiding the group is not called a president or director, but a secretary—a deliberate reminder that leadership is service, not status. Sinek echoes this when he argues that leadership is about protecting and empowering others, not sitting at the top of a hierarchy.

4. Attraction Rather Than Promotion

AA has no advertising campaigns or self-promotion. Its principle of “attraction rather than promotion” mirrors Sinek’s belief that real leaders don’t command loyalty—they earn it. Healthy organizations, like healthy recovery communities, grow because people are drawn to their culture, not coerced by it.

5. Autonomy and Shared Responsibility

Each AA group is autonomous and self-supporting, guided by principles rather than dictated by rules. Sinek emphasizes that the healthiest organizations also distribute responsibility, trusting teams to self-organize and solve problems. Both approaches affirm that shared ownership leads to stronger, more resilient communities.

6. Safety and Belonging

Perhaps the deepest parallel lies in the sense of safety. AA meetings create an environment where people can share openly without fear of judgment or punishment. Sinek identifies this same sense of belonging and psychological safety as the cornerstone of strong organizations. In both cases, people thrive when they feel protected, accepted, and part of something larger than themselves.

At their core, Leaders Eat Last and the principles of Alcoholics Anonymous are about a simple but profound truth: we are stronger when we serve one another. Whether in a recovery group or a corporate team, leadership rooted in humility, accountability, and service creates the conditions for trust, healing, and growth.