The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.

Let’s get right on top of the bottom line: You must live your personal values at work.

Success comes from the inside out. In order to change what is on the outside, you must first change what is on the inside.

Values are the individual biases that allow you to decide which actions are true for you alone.

To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.

You can stuff yourself with emotional fulfillment until it’s dribbling down your chin & your ego will quickly chomp it down and demand more.

Emotional commitment is a personal choice. Managers understand this even if their companies don’t.

Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.

Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.

A poor attitude does not do the body any favours. Smile and the world will smile back at you.

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

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.

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.

By your choices you reveal your commitments.

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.

There’s a moment in everybody’s life when you’re hopeless, just hopeless with hope and trust. And then something happens, something too big to understand, and then everything changes

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.

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

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.

Growing a culture requires a good storyteller. Changing a culture requires a persuasive editor.

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

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

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

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.

Don’t let Deepak Chopra manage your change program.

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

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.

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.

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.

An Appreciative inquiry Conversation is the catalyst for strengths based innovation.

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

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

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

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?

Writers are a product of where we come from but by looking at alternatives to the culture in which we live, we can find ways to change and hopefully improve it.

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

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

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

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?

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?

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