Quotes About Team

In high school I barely made the rodeo team. But I wasn't good enough to start, so I just rode the bench.

I played a ton of team sports growing up, and team wins are just incredibly gratifying.

It's not quite true that history is written by the winners. It's written by the best publicists on the winning team.

But the FBI didn't intercept the messages. It didn't monitor the Nazi circuits. It didn't break the codes. It didn't solve any Enigma machines. The coast guard did this stuff—the little codebreaking team that Elizebeth created from nothing.

For the first eight months of the war, as incredible as it sounds, William and Elizebeth, and their team at Riverbank, did all of the codebreaking for every part of the U.S.

Any conversation with more than three people is typically a conversation with too many people.

Pass on hiring people you don't need, even if you think that person's a great catch.

There's nothing wrong with staying small. You can do big things with a small team.

You don't create a culture. It happens. This is why new companies don't have a culture. Culture is the by-product of consistent behavior.

If a worker's motivation is slumping, it's probably because the work is weakly defined or appears pointless, or because others on the team are acting like tools.

Everyone on your team should be connected to your customers—maybe not every day, but at least a few times throughout the year. That's the only way your team is going to feel the hurt your customers are experiencing. It's feeling the hurt that really motivates people to fix the problem. And the flip side is true too: The joy of happy customers or ones who have had a problem solved can also be wildly motivating. So

If we're struggling with trust issues, it means we made a poor hiring decision. If a team member isn't producing good results or can't manage their own schedule and workload, we aren't going to continue to work with that person. It's as simple as that. We employ team members who are skilled professionals, capable of managing their own schedules and making a valuable contribution to the organization. We have no desire to be babysitters during the day.

Accounting is a department. Marketing isn't.

Most fears that have to do with people working remotely stem from a lack of trust.

Marketing is something everyone in your company is doing 24/7/365.

You'll be doing your company more harm than good if you bring in talented people who have nothing important to do.

The more people you have between your customers' words and the people doing the work, the more likely it is that the message will get lost or distorted along the way.

Geography just doesn't matter anymore. Hire the best talent, regardless of where it is.

right—premature hiring is the death of many companies.

Lancaster says that the magic around a reinvention intervention is that the people involved in the process have a say but the establishment—the leadership—doesn't. "I was there as one member of a team wearing jeans and working alongside everyone else," says Lancaster, "not as a boss, owner, or CEO.

People aren't your most important resource—the right people are your only resource.

Nothing affects the learning culture of an organization more than the skill with which its executive team receives feedback. And

Nothing affects the learning culture of an organization more than the skill with which its executive team receives feedback.

They called themselves The Souls. They told Ms. Olinski that they were The Souls before they were a team, but she told them that they were a team as soon as they became The Souls. Then after a while, teacher and team agreed that they were arguing chicken-or-egg. Whichever way it began--chicken-or-egg, team-or-The Souls--it definitely ended with an egg. Definitely, an egg.