 |
…inside an organization, a company must provide for the protection of its people by building a culture in which employees feel psychologically safe and feel like their employer cares about them as human beings.
|
089 |
 |
…a company’s goals must also align with people’s goals, not simply the goals of shareholders.
|
090 |
 |
People are not like wet towels to be wrung out. They are not objects from which we can squeeze every last drop of performance.
|
093 |
 |
It’s not the people doing the job, it’s the people who lead the people doing the job who can make the greater difference.
|
093 |
 |
There is absolutely zero cost for am anger to take time to walk the halls and ask their people how they are doing…and actually care about the answers.
|
093 |
 |
If the actual costs are net neutral, then the difference in how we treat people is simply a matter of mindset.
|
098 |
 |
When companies make their people feel like they jitter, the people come together in a way that money simply cannot buy.
|
098 |
 |
The difference between an organization where people are extrinsically rewarded to give their all and one where people are intrinsically motivated to do so is the difference between an organization filled with mercenaries versus one filled with zealots.
|
101 |
 |
There is a difference between a group of people who work together and a group of people who trust each other.
|
106 |
 |
The most anxiety-inducing place to be is alone – where we feel we have to protect ourselves from the people on our own team.
|
119 |
