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More goals may not be necessary for your now – you need comfort with the ones you’ve already put in motion…
|
202 |
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When it comes to how a cohesive team measures its performance, one criterion sets it apart from noncohesive ones: its goals are shared across the entire team.
|
66 |
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Great teams ensure that all members, in spite of their individual responsibilities and areas of expertise, are doing whatever they can do to help the team accomplish its goals.
|
68 |
 |
…every thematic goal must become the collective responsibility of the leadership team.
|
123 |
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…it is the lack of a defined, compelling rallying cry or thematic goal that allows most bad staff meetings to happen, which enables poor decision making.
|
124 |
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…the purpose of having a thematic goal is not to restrict the organization’s flexibility but rather to rally its leaders around what they decide they want to achieve.
|
130 |
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Succeeding or getting to the top at all costs by definition is an immoral goal.
|
36 |
 |
Self-control without goals and other standards would be nothing more than aimless change, like trying to diet without any idea of which foods are fattening.
|
62 |
 |
…the Zeigarnik effect: Uncompleted tasks and unmet goals tend to pop into one’s mind. Once the task is completed and the goal reached, however, this stream of reminders comes to a stop.
|
81 |
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Once you’ve taken the first two steps in self-control – setting a goal and monitoring your behavior – you’re confronted with a personal question: Should you focus on how far you’ve come or how much remains to be done?
|
120 |
