When our time is up we can only take with us what we have learned and experienced in our development in creating for ourselves and others.”By helping others we help ourselves
Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?
Do you think your people struggle with being true to themselves? Do their values match up with their work?
Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.
Let’s get right on top of the bottom line: You must live your personal values at work.
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.
What managers want most from companies they stop themselves from getting.What companies want most from managers they stop them from giving.
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.
Human behavior is only unpredictable and dangerous if you don’t start from humanity in the first place.
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.
Get one Manager Commitment as a result of the other Manager Commitment and you have a powerful equation for Earnings: E=MC2.
Imagine a world where what you say synchs up, not sinks down.
You can’t sell it outside if you can’t sell it inside.
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?
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 have it.
True leaders live their values everywhere, not just in the workplace.
Your company is its own competition and can deliver itself debilitating blows the competition only dreams of.
The first step to solving any problem is to accept one’s own accountability for creating it.
The economy is in ruins! Bottom line? Good management will defeat a bad economy.
You can stuff yourself with emotional fulfillment until it’s dribbling down your chin & your ego will quickly chomp it down and demand more.
Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of 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.
Values are the individual biases that allow you to decide which actions are true for you alone.
When you’re not on your own agenda, you’re prey to the agenda of others.
Try not to take this the wrong way, but your brain is smarter than you are.
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.
Why live my personal values at work? This is an excellent question to ask. If your attorneys are planning an insanity defense.
Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.
Development is better than Girl-friend
Let the government not be an instructor but a parent who loves and adjusts to the needs of the nation, But remember a parent does what makes things look good to the entire family without segregation.
Give today to get better tomorrow.
Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.
Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in.
When you don’t know what true for you, everyone else has unusual influence.
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.
Values are deeply held personal beliefs that form your own priority code for living.
Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.
Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.
The myth of management is that your personal values are irrelevant or inappropriate at work.
There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.
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.
The high quality of a company’s customer experience rarely has anything to do with the high price of their product.
Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.
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.
Entrepreneur, the development of your daily discipline will determine then deliver your desired distinction.
Any idiot can point out a problem. So, bosses do.
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.
Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.
Your values are your essence: an undistorted mirror showing you at your pure, attractive best.
Emotional commitment means unchecked, unvarnished devotion to the company and its success; any legendary organizational performance is the result of emotionally committed managers.