Quotes about Leadership

find someone who can demonstrate trust, engage in conflict, commit to group decisions, hold their peers accountable, and focus on the results of the team, not their own ego.

Becoming a healthy organization takes a little time. Unfortunately, many of the leaders I've worked with suffer from a chronic case of adrenaline addiction, seemingly hooked on the daily rush of activity and firefighting within their organizations. It's as though they're afraid to slow down and deal with issues that are critical but don't seem particularly urgent. As

it is far more natural, and common, for leaders to avoid holding people accountable.

a leader's first priority is to create an environment where others can do these things and that cannot happen if they are not having effective meetings.

last frontier of competitive advantage will be the transformation of unhealthy organizations into healthy ones

Scare People with Sincerity

There is always that little voice in your head saying, "What about me?" Sometimes that little voice drowns out the cry of the team, and the collective results of the group get left behind.

All too often in life, we see people do what we want them to do and we say nothing, assuming that the behavior has become natural for them, an easy standard.

The key ingredient to building trust is not time. It is courage.

I believe it's long past time that we, as individuals and as a society, reestablished the standard that leadership can never be about the leader more than the led.

Team leaders must give members a reason to care at the beginning of a meeting or discussion. They must raise the anxiety of the team about why the issues about to be discussed matter, and what could go wrong if bad decisions are made. By doing so, they immediately get everyone engaged

Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team.