Organization Quotes - Page 60

The leader's job is to lead and protect. Not have all the answers, not know everything to do, not to micromanage and tell people what to do or how to do it. A leader's job is to lead and protect. That's their job, and it's the people within the organization - their job is to get the work done.

Leadership is a choice. It's not a rank, it's a choice. I know many people who are at the top of their organization who have authority. We have to do what they say because they have authority over us. But they're not leaders. We wouldn't follow them. They may be at the top of the company but they're not leaders.

Leaders, whatever the size of their organizations, are those willing to put the interests of other people before their own.

All organizations start with WHY, but only the great ones keep their WHY clear year after year.

Truly human leadership protects an organization from the internal rivalries that can shatter a culture. When we have to protect ourselves from each other, the whole organization suffers. But when trust and cooperation thrive internally, we pull together and the organization grows stronger as a result.

Done correctly, everyone from individual speakers to large organizations can inspire citizens and customers to spread a message using their own social channels, and in so doing, inspire countless supporters to build their reputation, profits and social impact.

Any institution faces two basic choices if they hope to spark new ideas. One is to leverage the brains trust within their organization by creating a special event dedicated to new thinking. The other is to look outside themselves to stimulate solutions.

There is no taboo after this assassination and no one of the Palestinian leaders has immunity anymore, ... It shows once again the necessity to collect the illegal weapons and to dismantle the infrastructure of terrorist organizations.

It looks like the age of the mass is behind us and the age of the individual is upon us. The chasm that now exists between new people and old organizations is destroying economic value and inhibiting the emergence of a new chapter of capitalism aligned with the needs of this new society. The new purpose of commerce is to provide the tools, platforms, and relationships, digital or human, that enable individuals to live the lives they choose.

Having a person of Dr. Berthiaume's calibre leading Library and Archives Canada will be a solid asset to the organization. His extensive experience in the management of large cultural organizations and his strong leadership are important qualifications for this position.

In general, organizations are afraid to fire customers, no matter how unreasonable. This is a mistake. It's good for you.

The reason social media is so difficult for most organizations: It’s a process, not an event.

An organization filled with honest, motivated, connected, eager, learning, experimenting, ethical and driven people will always defeat the one that merely has talent. Every time.

I'll confess that I don't watch the Olympics, but you'd have to be living under a rock to be unaware of the corruption and the expense. An amorphous organization with no transparency, unclear lines of responsibility, huge amounts of politics and a great deal of unearned power.

Organizations grow when they persuade a tiny cadre to be passionate, not when they touch millions with a mediocre message

If your project or organization depends on knowing things that other people don't know (but could find out if they wanted to), your days are probably numbered. Ask a travel agent The alternative, while difficult, is obvious. Provide enough non-commodity service and customization that it doesn't matter if the ideas spread. In fact, it will help you when they do.

... outsiders are way more likely to approach your organization with fabulous projects if they think they're likely to both get a good reception and succeed when they get to market.

I find that it's almost essential to fall in love with an idea to invest the time it takes to make it good and worth sharing. And then, the hard part: deleting that idea when it's just not what it could be. Too often, organizations are good at the first part, but struggle with the second. And so we defend expired business models, support the status quo and have a knee-jerk inclination to preserve what we've got.

The organizations of the future are filled with smart, fast, flexible people on a mission

If your organization requires success before commitment, it will never have either.

There's no correlation between how good your idea is and how likely your organization will be to embrace it.

Discomfort brings engagement and change. Discomfort means you're doing something that others were unlikely to do, because they're hiding out in the comfortable zone. When your uncomfortable actions lead to success, the organization rewards you and brings you back for more.

The only thing that makes people and organizations great is their willingness to be not great along the way. The desire to fail along the way to reaching a bigger goal is the untold secret of success.

As an organization grows and succeeds, it sows the seeds of its own demise by getting boring.

In the face of uncertainty, many companies will default to asking their innovators to study and analyze, which can't actually ever provide a definitive answer. The decision-making systems here are meant to deal with the reality that decisions about innovative ideas will rely on patterns and intuitions. The best venture capital organizations deal with this challenge by staging investment, actively participating in startups they fund, tying decisions to learning as opposed to artificial dates on the calendar, and assembling a diverse team of decision-makers.