 |
The best organizations have leaders who encourage teams to solve problems at the local level rather than using top-down commands.
|
115 |
 |
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.
|
121 |
 |
The key to attracting female employees to your organization is making your workplace culture flexible enough to accommodate family and life obligations – while giving equitable credit and pay for performance and achievement.
|
143 |
 |
…you need great managers who can inspire engagement and productivity while maintaining clear expectations, ongoing coaching and accountability for all employees.
|
156 |
 |
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.
|
186 |
 |
If you give every team member in your company a great manager – a great coach – one who cares about their development and growth, you have successfully engineered an organization with unlimited potential.
|
186 |
 |
The more we do work that has no real purpose, the less engaged and motivated we are.
|
10 |
 |
Silence of often a measure of success.
|
130 |
 |
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.
|
168 |
 |
We can’t focus on how to improve until we know where we stand.
|
44 |
