July 2025

People First, Mission Always: Leading Through Trust

By Eric Gonzalez | From the book Follow Me Leadership

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Should a leader prioritize mission or people? It's a question I've heard countless times—especially from those who view trust, belonging, and well-being as "touchy-feely" distractions from performance, profit, or the bottom line.

But leadership isn't a binary equation. It's not mission or people. The best leaders understand that sustainable success comes from a disciplined balance of both. In fact, this is not just theory—it's a practice I lived throughout my military career and one that continues to prove itself in business every day.

In the military, you'll find two versions of very similar leadership philosophies: the U.S. Army says, "Mission First, People Always," while Air Combat Command in the Air Force flipped it to, "People First, Mission Always." That small difference speaks volumes. It challenges us to ask: Why might a leader consider putting people even slightly ahead of mission success?

Neuroscience offers a compelling answer. In a study published by Dr. Matthew Lieberman in the Harvard Business Review1, he found that leaders focused solely on results were seen as great leaders only 14% of the time. Leaders with strong social skills? Just 12%. But those who demonstrated both? A staggering 72% were seen as great leaders.

Why? Focusing simultaneously on both social and analytics is difficult. Our brains focus on either the social or analytical, but not at the same time. Because our brains are wired to function like a seesaw—constantly shifting between analytical and social processing, mastering this balance is what separates managers from true leaders. It's not easy, but it is essential.

Author Simon Sinek, in The Infinite Game2, argues that the order of our priorities shapes our choices. He recommends a 51-49 split: people first, mission always. That 2% difference isn't just symbolic—it's strategic. It signals your values and creates a culture of trust. And trust is the currency of leadership.

Still, I know what you might be thinking: What about when it's "go-time?" When the mission truly does come first?

Great question. Here's the key distinction, one that I first heard from retired General Patrick Gamble, former Pacific Air Force Commander and former President of the University of Alaska Anchorage. He explained it like this: during "combat operations" or crisis moments, mission must take precedence—but taking care of people is still a key consideration. In peacetime, however, your people come first. You train them, care for them, and develop them—because you're preparing for the mission.

This mindset applies just as much to business. Take Alaska Airlines, for example. During the COVID-19 pandemic, when travel ground to a halt and financial losses mounted, the company faced the very real possibility of furloughs and layoffs. But instead of cutting people, leadership and the pilot union came together to offer a voluntary reduced-pay sabbatical. Those who could afford time off took it — so others could keep their jobs. The result? No layoffs, no bankruptcies, and a faster recovery.

That's what a "people-first" culture makes possible. Trust isn't built during the crisis—it's tested there. It's built in the everyday moments when leaders invest in people, foster belonging, and give their teams the psychological safety to innovate and grow. When the pressure hits, teams with trust already in place rise to the challenge because they're not just working for a paycheck or project. They're working for each other—a healthy and strong culture in motion.

Leadership is never about choosing between mission and people. It's about recognizing that people are the mission. Invest in them. Trust them. And they'll deliver more than you ever thought possible.

Remember: People first. Mission always. And greatness follows.