Quotes About Teamwork

I will confess I am a great wingman. Since I have a girlfriend, I'll start the night with her, but then I'll help out the guys by making them sound like the most incredible guys in the world.

My job is to hire the best and brightest employees and empower them to do their best work. As a manager, I am not a mind reader nor an expert at every job function. Therefore, it is incumbent on all hires to feel empowered to tell me what resources they need to do their job.

You have to enable and empower people to make decisions independent of you. As I've learned, each person on a team is an extension of your leadership; if they feel empowered by you they will magnify your power to lead.

If something goes wrong, the project's fate depends on the strength of those relationships. And when something goes wrong, it's too late to start developing and cultivating them. Build your bridges before you need them.

We perform at our best when we feel united, empowered, and mutually committed to accomplishing something worthwhile.

Harvard professor Amy Edmondson dubbed this sense of being free to speak your mind "psychological safety." It's hard to overstate its value. Psychological safety boosts morale, fosters improvements, and ensures that, in Andrew Wolstenholme's words, "bad news travels fast"—so problems can be tackled quickly.

When Henry and I had had to work out a really sticky problem together, neither of us was allowed to mention it. No bursting out with 'Say, I've got an idea! What do you think of this? . . .' It was not allowed, because the thing had not matured enough, and putting forth an idea that was not worked out in detail wasted the other's time and kept him from letting it 'ripen'.

Toi et moi contre les imbéciles !

Pair up in threes.

I tell the kids, somebody's gotta win, somebody's gotta lose. Just don't fight about it. Just try to get better.

The Scrum idea of a separated Scrum Master is good for Scrum, but not appropriate for most projects. Good development requires not just talkers but doers.

Communication is a sign of dysfunction. It means people aren't working together in a close, organic way. We should be trying to figure out ways for teams to communicate less with each other, not more.

I would never say no to something the team wanted to do, but I might say yes to something the team didn't want to do. You want there to be multiple ways to get to 'yes' because you want to encourage risk-taking.

A leader's job is to create an environment of mutual respect and trust.

Successful couples learn the secret of fighting for their relationship rather than against one another.

Be nice to nerds. Chances are you'll end up working for one.

Our success has really been based on partnerships from the very beginning.

leaders are at their very best when they are raising up leaders around them.

Instead of getting the leaders we deserve, we can an abundance of ShitRollsDownhill Shovelers, ShitCatchers, and NewShitCreators.

Future strong cultures and relationships are built upon intense 'I have your back' bonds.

Reliance is the ultimate measure of a team's or organization's culture. It's not 'Would I recommend a friend to work here?' It's 'Would this group of people put their ass on the line for me?' And 'Would I do the same for them?

Who will you choose to have your back?

We need all five of them, working together. In short, apostles govern, prophets guide, evangelists gather, pastors guard, and teachers ground.

There are people who drove me crazy, but they got the job done. And when I see that person again, I nod my head. Respect.