Quotes About Performance

Every pro ball team on the planet has "lights out" by at least 10 or 11 o'clock the night before a game.

If a pro ball player stays up the night before a game, playing video games or watching TV, the other players would kick his tail, the coach would fine him, and that nonsense would stop immediately.

Thus, a simple set of skills, combined with an emphasis on actions requiring complex and gross motor muscle operations (as opposed to fine-motor control), all extensively rehearsed, allows for extraordinary performance levels under stress.

people don't get paid for what they know or for their credentials. They ONLY get paid according to the value they deliver.

If you as a leader allow people to halfway do their jobs and don't demand excellence as a prerequisite to keeping their job, you will create a culture of mediocrity.

I finally realized that results are generated by activities. If I manage my activities then the results I want occur.

When leadership sets the goals by themselves they are not goals, they are quotas. And no one likes quotas.

People with the spirit of pride believe that money only comes from hard work and force of will. These are performance-based individuals who believe their wealth (and maybe even their spiritual growth) is 100 percent tied to their effort.

Harvard University has chosen to make it harder for Asian applicants to be accepted into the university because they outperform their peers. So yes, systemic racism is real . . . at America's top university.

HR professionals often see their largest job challenges as sourcing talent, improving performance management, defining compensation, and providing training programs and other HR systems.

Everyone has a breaking point, turning point, stress point, the game is permeated with it. The fans don't see it because we make it look so efficient. But internally, for a guy to be successful, you have to be like a clock spring, wound but not loose at the same time.

Also, remember that this is about the employee's performance and not his or her personality. You want your employees to be happy at work, but you don't want them to be happy if their work is not up to your standards.

The first thing to remember is that it's not about you, it's about them. If an employee can't do the job, then they have to go. The last thing you want is employees who are holding your business back or who are demoralizing their coworkers. Your credibility depends on getting rid of such people as soon as possible.

we need to find measures of long-term performance to supplement or replace short-term financials, measures that will be convincing enough to satisfy shareholders.

For magicians -- whether modern entertainers or indigenous, tribal sorcerers -- have in common the fact that they work with the malleable texture of perception.

Strictly Come Dancing

I was like a well trained pianist who knows which note to hit, but can't make the music his own.

As he told Hill, he was simply following the "Eight 'P's," a mnemonic that had been drummed into them in the military: "Proper prior planning and preparation prevents piss-poor performance." The Real Heroes Are Dead Article from The New Yorker.

Prior preparation prevents poor performance.

Half circus and half Supreme Court.

Dance, vaudeville, drama, movies - as a child I loved everything that went on in a theater.

Stay on the sceneLike a sex machine

The moment a leader allows himself to become the primary reality people worry about, rather than reality being the primary reality, you have a recipe for mediocrity, or worse. This is one of the key reasons why less charismatic leaders often produce better long-term results than their more charismatic counterparts. Indeed

The discipline process is simply, 'Here is our standard and here is your performance. We've got a gap. As your leader, I am here to understand the reasons for the gap and help you to raise your game. If the gap does not go away, I will have to escalate.