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…if you have old management practices, you need to significantly change your workplace – transform your culture.

…the single and most profound, distinct and clarifying finding – ever – is probably this one: 70% of the variance in team engagement is determined solely by the manager.

…while the science of management has advanced significantly in the past three decades, the practice of management hasn’t.

…there’s no evidence anywhere in the world, in any institution of management science, that existing massive employee evaluation and rating processes are effective.

The job of the leader is to bring the team together… by getting them to think in the most efficient and effective ways, by improving all their thinking – without telling anyone what to do.

When people underperform, venting your emotions as a leader is unlikely to do anything to improve their performance.

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.

…people who received regular recognition and praise increased their individual productivity, increased engagement amongst their colleagues, and were more likely to stay with the organization. – Gallup Survey

FEELING stands for Facts, Emotions, Encouragement, Learning, Implications, and New Goals.

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