 |
All this talk about passion, commitment, and identification with an organization is absolutely correct if you are in a good job and are treated with dignity and respect.
|
136 |
 |
Having all the right business philosophies and management practices to support the no asshole rule is meaningless unless you treat the person right in front of you, right now, in the right way.
|
89 |
 |
Effective asshole management entails an interplay, fueling a virtuous, self-reinforcing cycle…
|
88 |
 |
Managers will reproduce themselves in the hiring process, and soon… your organization will be dominated by assholes…
|
66 |
 |
Writing, displaying, and repeating words about treating people with respect, but allowing or encouraging the opposite behavior, is worse than useless.
|
61 |
 |
If word leaks out that your organization seems to be led by mean-spirited jerks, the damage to its reputation can drive away potential employees and shake investor confidence.
|
43 |
 |
…the surest way to achieve… is to give people new habits that help them figure out where to go on their own.
|
239 |
 |
…when the strong ties of friendship and the weak ties of peer pressure merge, they create incredible momentum.
|
226 |
 |
…keystone habits encourage widespread change: by creating cultures where new values become ingrained.
|
123 |
 |
…small wins have enormous power, an influence disproportionate to the accomplishments of the victories themselves.
|
112 |
