Quotes About Results

fixing accountability will be the low-hanging fruit for optimizing performance in business for at least the next decade. Accountability

success springs not from some new-fangled fad, paradigm, process, or program but from the willingness of an organization's people to embrace full accountability for the results they seek.

Accountability is a personal choice to rise above one's circumstances and demonstrate the ownership necessary for achieving Key Results: See It, Own It, Solve It, and Do It.

at AES, the builder and operator of electricity-producing cogeneration plants, CEO Roger Sant implemented a "they busters" campaign with all the necessary buttons, posters, and flyers to help workers stop blaming the elusive "they" who always seem to stifle results. "They" represent all the finger-pointing, denying, ignoring, pretending, and waiting habits that grow up in organizations and keep people from taking charge of their own destinies.

Jim Collins describes superior work environments this way: "When you combine a culture of discipline with an ethic of entrepreneurship, you get the magical alchemy of great results." We

When you guide and don't tell, people may fail a bit more, but they will also grow more, learn more, have more ownership, and bring more results to the company table." Give

Developing a Culture of Accountability where people take ownership for achieving key organizational results requires a willingness to make the link between where you are and what you have done with where you want to be and what you are going to do to get there.

As accountability deepens and people move Above The Line within the organization, a shift occurs from "tell me what to do," to "here is what I am going to do, what do you think?"—a truly profound and empowering approach to getting results.

Only you can unleash the positive power of personal accountability to overcome the obstacles you face and achieve the results you want.

Accountability: "A personal choice to rise above one's circumstances and demonstrate the ownership necessary for achieving desired results—to See It, Own It, Solve It, and Do It.

from the willingness of an organization's people to embrace full accountability for the results they seek.

The only real way to measure progress, the only real way to see if activity has any real teeth is how that activity ties to the Key Results the company is after. Activity doesn't matter, it's all about results.

There is no 'easy button' when it comes to beating the competition. Success is simply about working hard and delivering results and staying uncomfortable.

Division of labor tends to bring with it a division of responsibility that can distance everyone from the one factor they all share: results.

The most compelling reason to work on your culture? Culture produces results.

Accountability begins by clearly defining results. If the results are not clear, then accountability will break down, resulting in lower morale and misaligned work

It's one thing to get feedback, it's quite another to act on it. When it comes to feedback, the real prize is won when you use it to get better results, strengthen relationships, and achieve better outcomes all around.

Getting a team to act on the feedback they receive from one another creates real traction and ensures true progress toward results.

Self-study represents a profound paradigm shift. It is the moment in our journey when we let go of results and wholeheartedly embrace the process. Once we shift our focus from the results to the process itself, all situations become opportunities. We are present and can welcome all things.

When the Veterans Affairs Department implemented a program to provide home-based health care to veterans with multiple chronic conditions - many of the system's most expensive patients to treat - they received astounding results.

There is no such thing as a dysfunctional organization, because every organization is perfectly aligned to achieve the results it currently gets.

We cut and sell the apple tree's branches and then are shocked there's no fruit.

An army of scientists had been called to evaluate the trial of Jonas Salk's vaccine in American back in 1955. But to evaluate the design and execution of the hugest vaccine trial of all time, and the validity of the results, there was just her (Dorothy Horstmann). No pressure, whatsoever.

It is not wise to mistake great effort for productive effort