Patrick Lencioni Quotes
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The best leaders over the long term are those who have a sound home life.
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Your focus should be on creating an environment where growth can occur and then letting nature take its course.
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On great teams - the kind where people trust each other, engage in open conflict, and then commit to decisions - team members have the courage and confidence to confront one another when they see something that isn't serving the team.
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Anybody, and any company, can have a big run of success once, but if you're going to repeat that over time, you need to be aware that you need to keep learning.
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Irrelevance is the feeling that an employee gets when they don't see how their job really makes a difference in someone else's life in some large or small way.
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Make sure that the people at the top are working together and there aren't divisions of labor. Don't have people working in silos; have them working across the team.
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Where there is humility, there is more success, and lasting success.
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People who have a sense of peace that their priorities are in the right place also have a sense of humility and a realistic view on life.
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Conflict is always the right thing to do when it matters.
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When team members trust each other and know that everyone is capable of admitting when they're wrong, then conflict becomes nothing more than the pursuit of truth or the best possible answer.
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If you're not willing to accept the pain real values incur, don't bother going to the trouble of formulating a values statement. You'll be better off without one.
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Team members need to learn to leverage one another, and that doesn't happen over a golf game or on a phone. It happens by getting together and taking the time to know each other.
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At the heart of every great movie is conflict. It's the same with a meeting. There should be conflict and tension.
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God bless those employees at United who somehow continue to be gracious and patient and generous with customers even while bearing the brunt of a broken company themselves.
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If you want to lead, you better love people. Even if you don't like them, you have to love them enough to tell them the truth.
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I have many times marveled at how I could feel so good about myself while eating peanuts in a middle seat on Southwest Airlines and yet feel so condescended to in first class on United.
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Meetings are usually terrible, but they shouldn't be.
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Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility.
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Employees that feel known and they feel like they know why their job matters and they have a sense of measuring it stay later, do extra work, and are committed to the organization above the requirements that they have.
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I never accepted the premise that meetings themselves were bad.
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I know that any group of people can become a team if they do the right things, but I came to realize over time that if you acquire or develop the right kind of people, that process of building a team is going to be much more effective and easier.
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Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization.
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If you have doubt about a person's humility or smarts, don't ignore it. More often than not, there is something causing that doubt.
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The problem is too often they are boring, and boring in a meeting happens for the same reason as in a book or movie - when there is not enough compelling tension. Meetings should be intense.