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Put succinctly, specifically, and generously, being generous is about being committed to the other person getting your message.

When it comes to dealing with underperformance, if our commitment is to people’s learning, the more emotional charge there might be, the more essential it is to use a self-directed approach.

…when leaders are fair and self-sacrificing, their employees become more loyal and committed to the company.

Failure to meet commitments is a systemic failure that no organization can long tolerate among its members.

Standard feedback is about small behaviors. Systemic feedback addresses the moral hazard of a direct committing to new behavior but then failing to follow through.

We can tolerate directs who make mistakes. We cannot tolerate directs who repeatedly make commitments they don’t keep.

With a sense of urgency, an emotional commitment to others on the guiding team, and a deep belief in the vision, change leaders will make personal sacrifices.

What gets us into trouble is how quickly we commit, without fully understanding what we’re getting ourselves into or even why we’re being asked.

…following through on our commitments while we grow up both requires grit and, at the same time, builds it.

…all that energy, drive, and commitment – all that grit – that was developed through athletics can almost always be transferred to something else. – Bill Fitzsimmons