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1. When leaders throughout an organization take an active, genuine interest in the people they manage, when they invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and, yes, growth.
2. Are your people uncomfortable during meetings and tired at the end? If not, they’re probably not mixing it up enough and getting to the bottom of important issues.
3. Great teams argue. Not in a mean-spirited or personal way, but they disagree when important decisions are made.
4. 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.
5. Success is not a matter of mastering subtle, sophisticated theory but rather of embracing common sense with uncommon levels of discipline and persistence.
6. Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way. They ask good questions, listen to what others are saying, and stay engaged in conversations intently.
7. Some companies simply aren’t meant to be bigger than they are. They provide products and services that satisfy their customers in a way that pays the bills, produces reasonable profits, and allows them to keep their people employed and fulfilled. And there’s nothing whatsoever wrong with that.
8. Every employee needs to know that there’s somebody out there that they serve. And when we don’t let people know that for one reason or another, we’re depriving them of a fulfilling job.
9. 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.
10. Whether we’re talking about leadership, teamwork, or client service, there is no more powerful attribute than the ability to be genuinely honest about one’s weaknesses, mistakes, and needs for help.
11. The majority of meetings should be discussions that lead to decisions.
12. 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.
13. Where there is humility, there is more success, and lasting success.
14. I’ve seen it again and again in my consulting: Most teams are too large to be innovative, despite their leaders’ best intentions.
15. If you don’t know what your family stands for and what your life situation is, you’re in trouble.
16. Although most executives pay lip service to the idea of hiring for cultural fit, few have the courage or discipline to make it the primary criteria for bringing someone into the company.
17. 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.
18. At the heart of every great movie is conflict. It’s the same with a meeting. There should be conflict and tension.
19. Hungry people are always looking for more. More things to do. More to learn. More responsibility to take on.
20. A lot of times, people find themselves in a meeting where the primary purpose is to receive information, and that’s a poor use of people’s time. Those meetings can be easily dispensed with and can be an email instead that people read in their own time.