Patrick Lencioni Quotes
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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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When team members openly and passionately share their opinions about a decision, they don't wonder whether anyone is holding back. Then, when the leader has to step in and make a decision because there is no easy consensus, team members will accept that decision because they know that their ideas were heard and considered.
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Where there is humility, there is more success, and lasting success.
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I work with CEOs and their executive teams... and very few of these people are really indifferent about their employees or their customers.
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Too many executives I've met over the years have the mentality of a bodybuilder; they've come to accept the idea that growth is synonymous with success.
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Smaller groups of people can establish trusting relationships.
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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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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 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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Conflict is the pursuit of truth.
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Team members need to be able to admit their weaknesses and mistakes, to acknowledge the strengths of others, and to apologize when they do something wrong.
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Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values - and sticking to them - requires real guts.
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Sometimes you're going to have someone on your team who's just not comfortable with being open. You have to ask yourself, 'Is this person going to allow us to be a real team?' Maybe they're not right for your team. You have to be willing to lose someone sometimes.
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Clients don't expect perfection from the service providers they hire, but they do expect honesty and transparency. There is no better way to demonstrate this than by acknowledging when a mistake has been made and humbly apologizing for it.
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If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.
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Meetings are usually terrible, but they shouldn't be.
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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.
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When truth takes a backseat to ego and politics, trust is lost.
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We learn by taking action and seeing whether it works or not.
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Great teams argue. Not in a mean-spirited or personal way, but they disagree when important decisions are made.
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The fact is, employees cannot make breakthroughs if they can't openly and honestly disagree with their peers and their leader. Indeed, great leaders don't just permit conflict; they actively try to elicit it from reluctant employees as well.
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I coach soccer, and my wife and I are very involved in our kids' lives. Our family is busy with doctor appointments, soccer practice, school, work, travel, vacation... life.
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Having to re-recruit, rehire, and retrain, and wait for a new employee to get up to speed is devastating in terms of cost.
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You can go to work and actually make someone else's job less miserable. Use your job to help others.