Quotes About Organizational

Learning is a critical part of our mission and organizational culture.

The heroism Kranz displayed in that situation wasn't physical heroism, military heroism or political heroism, but organisational heroism, which is arguably every bit as important but which often gets short shrift. Compounded of tenacity, imagination, shrewd judgement, self-awareness and sheer willpower, it's a form of heroism that's desperately needed today and that is in especially short supply in most failed launch attempts.

Our dire political situation demands that we reinvent coalition politics, not as an alternative to the "politics of difference," but as a supplement to it. A radical democratic politics would permit both plural and singular organizational projects, both multiracial and particular types of initiatives.

A brand vision should attempt to go beyond functional benefits to consider organizational values; a higher purpose; brand personality; and emotional, social, and self-expressive benefits.

A CISO's job is to streamline, harmonize and propagate cybersecurity and cyber hygiene throughout the organizational IoT microcosm and staff

When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive far greater organizational support for collaboration and innovation.

Selling problems is, in fact, the investment that pays long-term dividends by making people more ready for particular organizational transitions—and for a world of continuous change in general.

It is important for leaders to comprehend the implications of what they are trying to achieve and not to let their understanding that renewal is essential blind them to the painful transitions that will be necessary to make things turn out as intended. It is also important for the HR and OD specialists who advise the leaders to recognize that transition management must be built into the very fabric of organizational renewal efforts.

Transitions are the dynamic interludes between one of the seven stages of organizational life and the next. Their function is to close out one phase, reorient and renew people in that time we are calling the neutral zone, and carry people into the new way of doing and being that is the beginning of the next stage.

The impatient leader is likely to want to Redream the Dream and Recapture the Venture Spirit and get the renewal-generating organizational infrastructure in place and working tomorrow!

We try to elevate the empowerment of our people over the organizational niceties of structure and process except to the extent that those structural and process features work to empower our people

Jesus made clear that the Kingdom of God is organic and not organizational. It grows like a seed and it works like leaven: secretly, invisibly, surprisingly, and irresistibly.

I could not accept that organizational interpretations, based on shifting human reasoning, could ever be made equal in authority to the actual statements found in God's unchangeable Word.

Even the best Mindset will become contaminated and eventually blunted in a toxic organisational culture.

Organizational health is the single greatest competitive advantage in any business.

Culture drives great results.

Policies are organizational scar tissue. They are codified overreactions to situations that are unlikely to happen again. They are collective punishment for the misdeeds of an individual.

We believe behavioral science, cognitive computing, and machine intelligence are essential to a successful, holistic surveillance offering and critical to efficient and effective organizational compliance with an increasingly intricate global regulatory environment.

The very reason why man get power is so that they may facilitate. Facilitate organizational, team and individual growth. People must celebrate not bemourn the fact that you are in power.

The war, ghastly as it was, represented no more than "an awkward window in Man's evolution" when for a few years our technical progress had run ahead of our organisational capacities.

Understanding the three sets of goals, and establishing organizational policies and practices that are in tune with them, is the key to high workforce morale and firm performance. There is no conflict between the goals of most workers

Research confirms what we intuitively know: aligned, innovative, and integrated HR practices make a dramatic difference in individual and organizational performance.

Future strong is as focused on the success of every individual as it is on organizational success — creating an environment where people can achieve their dreams and full potential.

The vast majority of organizations today have more than enough intelligence, experience and knowledge to be successful. What they lack is organizational health.