A manager’s emotional commitment is the ultimate trigger for their discretionary effort, worth more than financial, intellectual & physical commitment combined.

Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.

The code-of-ethics playlist:o Treat your colleagues, family, and friends with respect, dignity, fairness, and courtesy.o Pride yourself in the diversity of your experience and know that you have a lot to offer.o Commit to creating...

This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.

The economy is in ruins! Bottom line? Good management will defeat a bad economy.

What first separates a leader from a normal human being? A leader knows who they are as a human being.

Leadership creates performance in people because it impacts willingness; it’s a matter of modeling, inspiring, and reinforcing.

What companies want most from their managers is what they most stop their managers from giving. What managers want most from their jobs is what they most stop themselves from getting.

The minute you stop caring about your business, is the same minute your business stops caring about you.

…while extraordinary products and unique services still afford a competitive advantage, the one advantage that stands the test of time…is people.

The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.

Being relevant to your customers only when you’re trying to sell something means choosing to be irrelevant to them for the rest of the time.

True leaders live their values everywhere, not just in the workplace.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

Imagine a world where what you say synchs up, not sinks down.

A knowledgeable manager can lend to the success of an organization “almost” as much as a poorly trained manager can damage it.

What managers want most from companies they stop themselves from getting.What companies want most from managers they stop them from giving.

The first step to solving any problem is to accept one’s own accountability for creating it.

Values are deeply held personal beliefs that form your own priority code for living.

The heart of a company’s performance is hardwired to the hearts of its managers.

Instead of going back and looking at the question, people tinker with the solution, trying to make it fit.”-Claude Legrande…”The consequences of failing to do that [in our personal lives] are the same as those...

Providing the ultimate solution to work/life balance: not escaping from work but living the way you want to at work.

If you constantly make it clear that you are unwilling to budge, don’t get upset when no one is around who’s willing to give you a push.

It’s impossible for a company to get what it wants most if managers have to make a choice between their own values and company priorities.

Here’s what you need to know most about leadership: Lead your own life first. The only thing in this world that will dependably happen from the top down is the digging of your grave.

A company can’t buy true emotional commitment from managers no matter how much it’s willing to spend; this is something too valuable to have a price tag. And yet a company can’t afford not to...

The high quality of a company’s customer experience rarely has anything to do with the high price of their product.

A SWOT analysis involves asking, “What are our strengths and weaknesses? What are our opportunities? What are the threats?

When you don’t know what true for you, everyone else has unusual influence.

The least important person in a business is the most important person in a business.

Emotional commitment means unchecked, unvarnished devotion to the company and its success; any legendary organizational performance is the result of emotionally committed managers.

You don’t have to fear your own company being perceived as human. You want it. People don’t trust companies; they trust people.

The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.

Do you think your people struggle with being true to themselves? Do their values match up with their work?

Brands that will survive and thrive from now on are those with C-level executives that understand the incredible opportunity new media offers them and commit to excellence in managing their social media presence.

Get one Manager Commitment as a result of the other Manager Commitment and you have a powerful equation for Earnings: E=MC2.

Fifteen years ago, a business manager from the United States came to Plum Village to visit me. His conscience was troubled because he was the head of a firm that designed atomic bombs. I listened...

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.

Why live my personal values at work? This is an excellent question to ask. If your attorneys are planning an insanity defense.

Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

Leaders are never measured by their success but rather by the success of those they’ve been entrusted to lead. Therefore, a leader can never be considered successful until those they lead are successful.

Most managers have plenty of emotional commitment to give to their jobs. If they can be convinced it’s safe and sensible to give it.

The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?

Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.

The myth of management is that your personal values are irrelevant or inappropriate at work.

When rewards come from an external source instead of an internal source, they’re unreliable, which means they’re dangerous if you grow to depend on them.

Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.

You are a manager, nonetheless who you are. There is a business worth keeping and you are the manager of that business. Yes, the business of your life. There is a big asset worth managing;...

Your company really has to work for you before you’ll really work for your company.