Before something can become a habit it must first be practiced as a discipline.
I firmly believe that providing feedback is the most cost-effective strategy for improving performance and instilling satisfaction. It can be done quickly, it costs nothing, and it can turn people around fast.
After all, how can you be an effective manager unless you and your team are clear about goals and what good performance looks like?
If you catch yourself doing things right, everything in your life will improve – especially your relationships. That’s because it’s fun to be around people who like themselves.
Learning to let go, to put the team’s will first, is an empowering experience that leads to the most wonderful of all experiences: being a member of a high-performing, gungho, high-five team. Remember, leadership is not all about you.
One of the things great leaders do is establish, articulate, model, and enforce core values.” So.
It’s only when you realize that it’s not about you that you begin to lead at a higher level.
Leading people is the opposite of trying to control them; it’s about gaining their trust through your integrity, developing their potential through your partnership, and motivating them through your affirmation.
As Lily Tomlin once said, “The problem with a rat race is that even if you win, you’re still a rat.
Yes. However, remember – productivity is more than just the quantity of work done. It is also the quality.
The best definition of profit I’ve ever heard is that it is the applause you get for satisfying your customers and creating a motivating environment for your people.
Trust is what happens when values and behaviors match up.
There is nothing so unequal as the equal treatment of unequals. Friends.
The main job of a leader is to help his or her people succeed in accomplishing their goals. And when people accomplish their goals and win, everyone wins.
It’s more important as a manager to be respected than to be popular.
Good thoughts in your head that are not communicated “mean squat.
Like water in a bucket, vision evaporates and must be constantly replenished – that is, communicated.
Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.
In these changing times, he thought, the most effective managers manage themselves and the people they work with so that both the people and the organization profit from their presence.
As you undoubtedly know, making mistakes is not the problem. It’s not learning from them that causes real problems.
Attention is like sunshine to humans. What we give our attention to, grows. What we ignore, withers.