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Teams whose members know their own strengths and those of the teammates can more quickly and efficiently do what they do best.

While it’s crucial for the managers of the future to know and develop the individual strengths of their employees, it’s also essential that they know and develop their own strengths.

Great team leaders set clear goals and expectations and allow workers flexibility for how to reach those goals. This gives employees the chance to try out new ways of doing things to use their strengths.

Once you have carefully diagnosed an individual’s strengths and given them a near-perfect job in which they have a natural capacity to perform, make sure they have one of the world’s great managers.

Like a muscle that gets stronger with use, the brain changes itself when you struggle to master a new challenge. In fact, there’s never a time in life when the brain is completely ‘fixed’.

Often, our passion and perseverance do not spring from a cold, calculating analysis of the costs and benefits of alternatives. Rather, the source of our strength is the person we know ourselves to be.

It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. – Teddy Roosevelt

…make a habit of seeking opportunities to collect feedback from a wide range of people you work for and work with about your performance, style, strengths, and gaps.

…payback for professional development is higher when you focus less on remediating weaknesses and more on leveraging your strengths…

In times of change, we need to remind ourselves and others… of certain basic truths: Our brains and our abilities are like muscles. They can be strengthened with practice.