The Business And Leadership Quotes That Inspire Me

These quotes truly inspire me:

“The three common characteristics of best companies -- they care, they have fun, they have high performance expectations.” -- Brad Hams

“The one thing that's common to all successful people: They make a habit of doing things that unsuccessful people don't like to do.” -- Michael Phelps

“It is amazing what you can accomplish if you do not care who gets the credit." -- Harry S. Truman

“The leader of the past was a person who knew how to tell. The leader of the future will be a person who knows how to ask.” -- Peter Drucker

“Leadership: The art of getting someone else to do something you want done because he wants to do it.” -- Dwight D. Eisenhower

“Good leadership isn't about advancing yourself. It's about advancing your team.” -- John C. Maxwell

"People buy into the leader, then the vision.” -- John C. Maxwell

“Great leaders have courage, tenacity and patience.” -- Bill McBean

"People never learn anything by being told, they have to find out for themselves." -- Paulo Coelho

"We live in a time where brands are people and people are brands." -- Brian Solis

"In real life, the most practical advice for leaders is not to treat pawns like pawns, nor princes like princes, but all persons like persons." -- James MacGregor Burns

"The only source of knowledge is experience." -- Albert Einstein

"Nothing is a waste of time if you use the experience wisely." -- Auguste Rodin

"Nobody can go back and start a new beginning, but anyone can start today and make a new ending." -- Maria Robinson

“A good leader takes a little more than his share of the blame, a little less than his share of the credit.” -- Arnold H. Glasgow

“I praise loudly, I blame softly.” -- Catherine II of Russia

“Honest disagreement is often a good sign of progress.” -- Mohandas Gandhi

“A long dispute means that both parties are wrong.” -- Voltaire

“The least questioned assumptions are often the most questionable.” -- Paul Broca

"One of the tests of leadership is the ability to recognize a problem before it becomes an emergency." -- Arnold Glasow

“Managers assert drive and control to get things done; leaders pause to discover new ways of being and achieving .”-- Kevin Cashman

“It doesn't matter where you're coming from. All that matters is where you are going to.” -- Stephen Covey

“Great works are performed not by strength, but by perseverance.” -- Samuel Johnson

“Strength doesn't come from what we can do. It comes from overcoming what we once thought we couldn't.” -- Rikki Roberts

“The art of progress is to preserve order amid change and to preserve change amid order.” -- Alfred North Whitehead

“The most powerful predictable people builders are praise and encouragement.” -- Brian Tracy

“Few things help an individual more than to place responsibility upon them and to let them know that and trust them.” -- Booker T. Washington

“Ask because you want to know. Listen because you want to grow.” -- Mark Scharenbroich

“If you want execution, hail only success. If you want creativity, hail risk, and remain neutral about success.” -- Marcus Buckingham

“To get the best coaching outcomes, always have your 1-on-1's on your employee's turf not yours. In your office the truth hides.” -- Marcus Buckingham

“The best way to predict the future is to invent it.” -- Alan Kay

“Nothing great was ever achieved without enthusiasm.” -- Ralph Waldo Emerson

“A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.” -- Winston Churchill

“The greatest accomplishment is not in never failing, but in rising again after you fall.” -- Vince Lombardi

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Leading With GRIT

Feelings of being stuck, overwhelmed and frustrated plague too many of our workplaces says Laurie Sudbrink , author of the new book, Leading With GRIT . So, drawing on her over 20 years of coaching a wide range of organizations, colleges and Fortune 500 companies, Sudbrink provides in her book a road map to improve individual and organizational health . That road map includes teaching readers the principles of GRIT : Generosity Respect Integrity Truth Laurie Sudbrink "It is not only the concepts of GRIT, but how they are combined, that make them so effective," shares Sudbrink. Divided into three parts, Part I of the book is geared toward the individual, and is foundational to your success as a leader. Part II focuses on communicating with GRIT -- making communication easier, more enjoyable and more productive. Part III is how, in our role as leaders, we apply and sustain GRIT in the workplace, creating systems that help keep everyone on track....

Use TIPS When Providing Feedback

Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it timely -- give your feedback as soon as possible to the performance. 2. Make it individualized -- tailor your feedback to the feedback receiver. 3. Make it productive -- focus your feedback on the performance and not the performer . 4. Make is specific -- pinpoint for the receiver observable actions and behaviors.

How To Lead With Deep Purpose

Having conducted extensive field research, Ranjay Gulati , author of the book, Deep Purpose , The Heart and Soul of High-Performance Companies , reveals the fatal mistakes leaders unwittingly make when attempting to implement a reason for being. “My interviews with well over 200 executives across 18 firms revealed the secrets of these companies—not the usual facile frameworks, but new ways of thinking about business that allow leaders and companies to operate with heightened passion, urgency, and clarity,” shares Gulati. “I call this, deep purpose .” Furthermore, Gulati explains that most leaders think of purpose functionally or instrumentally, regarding it as a tool they can wield. On the other hand, deep purpose leaders think of it as something more fundamental; an existential statement that expresses the firm’s very reason for being. These leaders project it faithfully out onto the world. “Rethinking the nature of purpose should prompt you in turn to re-imagine ...

The 6 Questions Marshall Goldsmith Recommends You Ask Your Emplolyees

As explained in John Baldoni's, book, Lead With Purpose , Marshall Goldsmith suggests all leaders make it a habit to regularly ask their employees these six questions : Where do you think we should be going? Where do you think you and your part of the business should be going? What do you think you're doing well? If you were the leader, what ideas would you have for you? How can I help? What suggestions or ideas do you have for me?

How To Demonstrate Your Leadership Credibility

Demonstrate your leadership credibility by: Practicing what you preach. Walking the talk. Ensuring your actions are consistent with your words. Putting money where your mouth is. Following through on your promises. Doing what you say you will do. Good, quick tips from the book. The Leadership Challenge . Thank you to the book’s publisher for sending me a copy of the book.

The Six Dimensions Of Being A Healthy Leader

In Bob Rosen ’s book, Grounded: How Leaders Stay Rooted In An Uncertain World , he explains that there are six dimensions of being a healthy leader : Physical health : how you live. How you manage your mind and body – managing your energy and living a peak performance lifestyle. Emotional health : how you feel. This is about being self-aware and having positive emotions and the ability to be resilient, catching yourself when you have a counterproductive thought. This also includes seeking feedback from others about how you act and trying to be more reflective. Intellectual health : how you think. This is about asking questions, being deeply curious and seeing changes as an opportunity to grow, learn and reassess the way you see and talk about the world. Social health : how you interact. This is about authenticity. How do you build relationships? Are you being honest about yourself? Are you comfortable being vulnerable? Do you consider other people’s viewpoints? Vocatio...

How To Talk About Poor Performance With An Employee

As a leader, the time will come when you will have to speak with an employee about his or her poor performance. Perhaps that time is now as you conduct year-end performance reviews. So, here are six steps that will guide you through that process : 1. Tell him what performance is in need of change and be specific. 2. Tell him how his actions negatively affect the team. 3. Let the discussion sink in. 4. Set expectations of performance improvement and timeframe, and get his agreement on the desired outcome. 5. Remind him that he is a valuable part of the team and that you have confidence his performance will improve. 6. Don't rehash the discussion later. You made your point. Give him time to make his improvement.

Acknowledge Employee Milestones

Your employee will appreciate your acknowledging their birthday, advanced degree graduation achievement, wedding engagement, wedding, or other personal milestone event. If he or she shares with you information about any important event in their life, take the opportunity to congratulate them, honor them and acknowledge them. You can give them a card. Or, take them to lunch. Or, even a simple handshake can go a long way. Taking an interest in your employee goes a long way and it's one of the easiest, meaningful actions you can take. If you manage a large team, you'll likely want to create a way to help you remember upcoming milestone events for each of your employees.

Be The Leader You Want To Be

“By focusing in specific ways on five key leadership elements— Purpose, Process, People, Presence, and Peace —you can increase your time, capacity, energy, and ultimately your leadership impact,” explains Amy Jen Su , author of the book, The Leader You Want To Be: Five Essential Principles for Bringing Out Your Best Self—Every Day . Su shares both Western management thinking and Eastern philosophy to provide a holistic yet hands-on approach to becoming a more effective leader with less stress and more equanimity. She draws on rich and instructive stories of clients, leaders, artists, and athletes. And, she focuses on three foundational tenets: s elf-care, self-awareness, and personal agency . Most important, Su explores in depth, chapter-by-chapter the Five Ps : Purpose – Staying grounded in your passions and contributions, doing your highest and best work that has meaning and is making a difference. Process – Relying on daily practices and routines that ho...

The Ordinary Skills Of Exceptional Leaders

New York Times - bestselling author, chartered psychologist and Professor of Leadership at the University of Exeter Business School, John Amaechi , has released It’s Not Magic: The Ordinary Skills Of Exceptional Leaders . It’s an important read for particularly managers, executives, board members, and other business leaders, and anyone else expected to motivate and inspire others to achieve great things. The book walks you through the seemingly obvious but difficult-to-nail mindsets and intentions you’ll need to adopt to influence and motivate others. You’ll learn strategies and techniques you can apply immediately, including: Easy-to-follow explanations of the straightforward behaviors you can model to improve your ability to lead others. Habits you can adopt immediately to motivate others in any setting, from the boardroom to the classroom or the battlefield. Data-driven insights into the tiny, little things that great leaders do every day and how to incorporate t...

Eric Jacobson On Management And Leadership

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