Quotes About Team

Purpose not only calls the team together but, like glue, holds the team together during the inevitable turbulence the team will experience on its journey.

Because many barriers are organizational in nature, team leaders as the boundary managers can play a major role in dampening their effects. In some respects team leaders can play the role of team diplomat and ambassador to other components in the organization.

Trust is the essential quality in any team relationship. Team members will not work interdependently with anyone they do not trust. And without interdependence there can be no effective division of the task, no leverage of the gifts and skills of individual team members, and therefore, no synergy. No trust, no relationship, no team.

If I had to add anything, it would be that team leadership may be the most challenging of all leadership roles. In this arena, the team leader must lay aside his or her mantle of positional leader and take on the role of a servant leader, serving the task of the team as well as the individual members.

When a great team loses through complacency, it will constantly search for new and more intricate explanations to explain away defeat. After a while it becomes more innovative in thinking up how to lose than thinnking up how to win.

When his management team gathers, the focus is never on what is going well; it's on the handful of problems that need to be addressed.

The distinguishing thing about Jamie Dimon is that he is very sensitive to the operating issues. He believes in homogenizing systems. He believes in assuring that his management team has very high-quality people who work hard and are dedicated to the company for which they work

Our destiny is to join a tremendously creative team effort, under unimaginably splendid leadership, on an inconceivably vast plane of activity, with ever more comprehensive cycles of productivity and enjoyment.

If I'm a pastor, the trinitarian fellowship is my first team. My ultimate loyalty is to that fellowship. My primary identity is as a part of that fellowship. My understanding of how I am doing in life comes out of that trinitarian fellowship. No other team is allowed to determine my identity or evaluate my performance beyond that one.

This is not the agenda of a team of objective scholars.

My staff is made up of politicians, Rachel, not scientists. You've met Dr. Marlinson. I think he's terrific, but if I let an astrophysicist loose on my team of left-brain, think-inside-the-box intellectuals, I'll end up with a herd of deer in the headlights.

Not that leaders need to be overly "nice"; the emotional art of leadership includes pressing the reality of work demands without unduly upsetting people.

there was one "meta" ability that emerged: self-awareness. Chief executives need this ability to assess their own strengths and weaknesses, and so surround themselves with a team of people whose strengths in those core abilities complement their own.

Más que cualquier otro individuo, el jefe crea las condiciones que determinan directamente la capacidad de sus subordinados para trabajar bien.

You and I are a team. Nothing is more important than our friendship.

The Houston Astros are the youngest team in the National League if you judge by age.

Houllier couldn't deal with players expressing any anger or questioning any of his decisions

Why should we not shep naches from the accomplishments of our machines? This vicarious joy or success sounds somewhat odd, but it shouldn't be. We get excited when our sports team wins a game; why should it disturb or disappoint us when our creations turn out to be more accomplished than ourselves?

So if you reach the Riders of your team but not the Elephants, team members will have understanding without motivation. If you reach their Elephants but not their Riders, they'll have passion without direction. In

Habits are behavioral autopilot, and that's why they're such a critical tool for leaders. Leaders who can instill habits that reinforce their teams' goals are essentially making progress for free. They've changed behavior in a way that doesn't draw down the Rider's reserves of self-control.

If you want to change things, you've got to appeal to both. The Rider provides the planning and direction, and the Elephant provides the energy. So if you reach the Riders of your team but not the

to create and sustain change, you've got to act more like a coach and less like a scorekeeper. You've got to embrace a growth mindset and instill it in your team.

They are creating the expectation of failure. They are telling team members not to trust that initial flush of good feeling at the beginning of the project, because what comes next is hardship and toil and frustration. Yet, strangely enough, when they deliver this warning, it comes across as optimistic.

As I see it, I am not just in charge of food service; I am in charge of morale.