|
|
The Messy Middle:
When expertise qualifies you, obsession mobilizes you in a way that runs circles around the experts.
|
105 |
|
|
The Messy Middle:
Innovation happens at the edge of reason, and you can’t reach the edge with a team of similar people.
|
107 |
|
|
The Messy Middle:
Life matures you a lot faster than time, and a lot of life can happen in a very short amount of time.
|
111 |
|
|
The Messy Middle:
You need to hire and empower people who default to the opposite tendency to your own, even if it makes you feel uncomfortable.
|
118 |
|
|
The Messy Middle:
Talent doesn’t graft on its own; you must help it happen. There is always the chance that new blood will kill you, but without it, you’ll die.
|
123 |
|
|
The Messy Middle:
The short-term pain of letting a troublesome employee go outweighs the long-term gain of keeping the rest of your employees engaged.
|
127 |
|
|
The Messy Middle:
…people grow out of their roles, or their roles outgrow them.
|
128 |
|
|
The Messy Middle:
Too much calm exacerbates any disruption, so building up your and your team’s tolerance for change is a positive long-term strategy for increasing tenacity.
|
131 |
|
|
The Messy Middle:
Your team must feel taken care of and must have no doubt that they are being rewarded as best as possible for their achievements – and then a little bit more.
|
142 |
|
|
The Messy Middle:
We vastly underestimate how much the products we use impact the products we create.
|
144 |
