Quotes About Management

My idea in terms of managing a narrative, or in thinking in my creative life, is that you could easily argue that the past, the present and the future all occur simultaneously, and if you can postulate that, then you're not strictly bound to a linear narrative.

In the business world, management is always viewed in terms of productivity. Why? Because productivity is the key to the success of the organization and to your future as a manager.

We are not just here to manage capitalism but to change society and to define its finer values.

An educated, healthy & confident nation is harder to govern

Power without principle is barren, but principle without power is futile. This is a party of government, and I will lead it as a party of government.

The art of leadership is saying no, not saying yes. It is very easy to say yes.

The art of leadership is saying no, not yes. It is very easy to say yes.

You get to decide where your time goes. You can either spend it moving forward, or you can spend it putting out fires. You decide. And if you don't decide, others will decide for you.

If we do not plan, I believe we do not honor God. This is an issue of stewardship.

The vast majority of organizations fail to make the connection between the degree to which they meet their employees' needs and how effectively those employees perform.

When you give your men enough to need you but not enough to hate you, you'll have loyalty. But when you give your men too much, they don't need you

People assume that all artists make for terrible business people, but I'm in complete charge of my own career.

Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.

These RainWings need someone to whip them into shape,

Healthy organizations believe that performance management is almost exclusively about eliminating confusion. They realize that most of their employees want to succeed, and that the best way to allow them to do that is to give them clear direction, regular information about how they're doing, and access to the coaching they need.

An organization has to institutionalize its culture without bureaucratizing it.

Firing someone is not necessarily a sign of accountability, but is often the last act of cowardice

Great organizations, unlike countries, are never run like a democracy.

The most important part of the development process, and the part that is so often missing, is the leader's commitment to constantly "reminding" an employee if she is not yet doing what is needed. Without this, improvement will not occur.

it is far more natural, and common, for leaders to avoid holding people accountable.

An organization has integrity—is healthy—when it is whole, consistent, and complete, that is, when its management, operations, strategy, and culture fit together and make sense.

Most organizations I've worked with have too many top priorities to achieve the level of focus they need to succeed.

It's important not to misread my advice as permission to tolerate people who don't fit. Too often, leaders know that an employee really doesn't belong and would be better elsewhere, and they fail to act because they lack courage.

Wanting to be popular with your direct reports instead of holding them accountable.