- Demonstrate
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- Nov 07, 2020
Patrick Lencioni Quotes
Most Famous Patrick Lencioni Quotes of All Time!
We have created a collection of some of the best patrick-lencioni quotes so you can read and share anytime with your friends and family. Share our Top 10 Patrick Lencioni Quotes on Facebook, Twitter, and Pinterest.
- Last Updated on May 30, 2021
- People
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- Nov 07, 2020
If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.
- Job
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- Nov 07, 2020
Irrelevance is the feeling that an employee gets when they don't see how their job really makes a difference in someone else's life in some large or small way.
- Job
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- Nov 07, 2020
Every employee needs to know that there's somebody out there that they serve. And when we don't let people know that for one reason or another, we're depriving them of a fulfilling job.
- Job
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- Nov 07, 2020
Employees that feel known and they feel like they know why their job matters and they have a sense of measuring it stay later, do extra work, and are committed to the organization above the requirements that they have.
- Pursuit
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- Nov 07, 2020
Conflict is the pursuit of truth.
- Comfort
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- Nov 07, 2020
Failing to engage in conflict is a terrible decision, one that puts our temporary comfort and the avoidance of discomfort ahead of the ultimate goal of our organization.
- Life
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- Nov 07, 2020
Even though I wrote 'The 3 Big Questions for a Frantic Family,' my life is as chaotic as most people's.
- Family
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- Nov 07, 2020
I coach soccer, and my wife and I are very involved in our kids' lives. Our family is busy with doctor appointments, soccer practice, school, work, travel, vacation... life.
- Chaos
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- Nov 07, 2020
Life is full of surprises: new opportunities come up; that's part of the fun - the adventure of life. The thing is, chaos doesn't allow us to enjoy the adventure.
- Disappointment
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- Nov 07, 2020
Trying to design the perfect plan is the perfect recipe for disappointment.
- Extreme
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- Nov 07, 2020
Enron - although an extreme case - is hardly the only company with a hollow set of values.
- Employees
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- Nov 07, 2020
Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility.
- Identity
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- Nov 07, 2020
Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values - and sticking to them - requires real guts.
- Better Off
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- Nov 07, 2020
If you're not willing to accept the pain real values incur, don't bother going to the trouble of formulating a values statement. You'll be better off without one.
- People
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- Nov 07, 2020
For organizations seriously committed to making teamwork a cultural reality, I'm convinced that 'the right people' are the ones who have three virtues in common - humility, hunger, and people smarts.
- More
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- Nov 07, 2020
Hungry people are always looking for more. More things to do. More to learn. More responsibility to take on.
- People
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- Nov 07, 2020
Hungry people almost never have to be pushed by a manager to work harder, because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity. And they loathe the idea that they might be perceived as slackers.
- Competence
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- Nov 07, 2020
What clients are really interested in is honesty, plus a baseline of competence.
- Person
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- Nov 07, 2020
Sometimes you're going to have someone on your team who's just not comfortable with being open. You have to ask yourself, 'Is this person going to allow us to be a real team?' Maybe they're not right for your team. You have to be willing to lose someone sometimes.
- Leadership
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- Nov 07, 2020
Whether we're talking about leadership, teamwork, or client service, there is no more powerful attribute than the ability to be genuinely honest about one's weaknesses, mistakes, and needs for help.
- Important
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- Nov 07, 2020
Great teams argue. Not in a mean-spirited or personal way, but they disagree when important decisions are made.
- Mistakes
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- Nov 07, 2020
Team members need to be able to admit their weaknesses and mistakes, to acknowledge the strengths of others, and to apologize when they do something wrong.
- Best
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- Nov 07, 2020
The best kind of accountability on a team is peer-to-peer. Peer pressure is more efficient and effective than going to the leader, anonymously complaining, and having them stop what they are doing to intervene.
- Nov 07, 2020
Members of great teams confront each other when they see something that isn't serving the team.
- Job
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- Nov 07, 2020
You can go to work and actually make someone else's job less miserable. Use your job to help others.
- Boring
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- Nov 07, 2020
The problem is too often they are boring, and boring in a meeting happens for the same reason as in a book or movie - when there is not enough compelling tension. Meetings should be intense.
- Good
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- Nov 07, 2020
Meetings are the linchpin of everything. If someone says you have an hour to investigate a company, I wouldn't look at the balance sheet. I'd watch their executive team in a meeting for an hour. If they are clear and focused and have the board on the edge of their seats, I'd say this is a good company worth investing in.
- Poor
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- Nov 07, 2020
A lot of times, people find themselves in a meeting where the primary purpose is to receive information, and that's a poor use of people's time. Those meetings can be easily dispensed with and can be an email instead that people read in their own time.
- Life
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- Nov 07, 2020
If you don't know what your family stands for and what your life situation is, you're in trouble.
- Important
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- Nov 07, 2020
Home is most important in the long run.
- Life
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- Nov 07, 2020
People who have a sense of peace that their priorities are in the right place also have a sense of humility and a realistic view on life.
- Kind
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- Nov 07, 2020
I'm kind of a reluctant guru.
- Nov 07, 2020
I hate touchy-feely things.
- Nov 07, 2020
Teamwork is a strategic decision.
- People
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- Nov 07, 2020
Teamwork requires some sacrifice up front; people who work as a team have to put the collective needs of the group ahead of their individual interests.
- Getting
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- Nov 07, 2020
Team members have to hold each other accountable. If there's a meeting, all members have to commit to be present and to help one another; they can't just check out when they feel they're not getting any benefits.
- Getting
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- Nov 07, 2020
Team members need to learn to leverage one another, and that doesn't happen over a golf game or on a phone. It happens by getting together and taking the time to know each other.
- People
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- Nov 07, 2020
If you want to lead, you better love people. Even if you don't like them, you have to love them enough to tell them the truth.
- Eating
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- Nov 07, 2020
I have many times marveled at how I could feel so good about myself while eating peanuts in a middle seat on Southwest Airlines and yet feel so condescended to in first class on United.
- Long
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- Nov 07, 2020
I've spent many a long flight talking to flight attendants, trying to understand what kind of employment experience underlies such a consistent lack of concern for customers.
- Brunt
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- Nov 07, 2020
God bless those employees at United who somehow continue to be gracious and patient and generous with customers even while bearing the brunt of a broken company themselves.
- Growth
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- Nov 07, 2020
Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization.
- Love
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- Nov 07, 2020
When employees feel anonymous in the eyes of their managers, they simply cannot love their work, no matter how much money they make or how wonderful their jobs seem to be.
- Loyalty
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- Nov 07, 2020
When leaders throughout an organization take an active, genuine interest in the people they manage, when they invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and, yes, growth.
- Intentions
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- Nov 07, 2020
I've seen it again and again in my consulting: Most teams are too large to be innovative, despite their leaders' best intentions.
- People
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- Nov 07, 2020
If you really want to step up your team's creative thinking, take a hard look at how many people you're putting in a room together. More than three to five is probably too many.
- Good
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- Nov 07, 2020
There is almost nothing more painful for a leader than seeing good people leave a growing organization, whether it's a priest watching a Sunday school teacher walk out the door or a CEO saying goodbye to a co-founder.
- Leader
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- Nov 07, 2020
Employees who can't trust their leader to be vulnerable are not going to be vulnerable and build trust with one another.
- Impossible
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- Nov 07, 2020
Without trust, the most essential element of innovation - conflict - becomes impossible.
- Elicit
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- Nov 07, 2020
The fact is, employees cannot make breakthroughs if they can't openly and honestly disagree with their peers and their leader. Indeed, great leaders don't just permit conflict; they actively try to elicit it from reluctant employees as well.
- Intelligence
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- Nov 07, 2020
The truth is that intelligence, knowledge, and domain expertise are vastly overrated as the driving forces behind competitive advantage and sustainable success.
- Health
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- Nov 07, 2020
I have yet to meet members of a leadership team who I thought lacked the intelligence or the domain expertise required to be successful. I've met many, however, who failed to foster organizational health. Their companies were riddled with politics, various forms of dysfunction, and general confusion about their direction and mission.
- Focus
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- Nov 07, 2020
Too often, companies focus on systems and structures that facilitate cultural change at the mid-management level, overlooking problems closer to the top.
- Discipline
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- Nov 07, 2020
Although most executives pay lip service to the idea of hiring for cultural fit, few have the courage or discipline to make it the primary criteria for bringing someone into the company.
- Growth
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- Nov 07, 2020
Too many executives I've met over the years have the mentality of a bodybuilder; they've come to accept the idea that growth is synonymous with success.
- Company
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- Nov 07, 2020
At its core, all authentic growth depends on more customers wanting more of what your company offers. Any other drivers - pricing gimmicks, heroic marketing efforts, forced acquisitions - are ultimately destructive.
- People
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- Nov 07, 2020
Some companies simply aren't meant to be bigger than they are. They provide products and services that satisfy their customers in a way that pays the bills, produces reasonable profits, and allows them to keep their people employed and fulfilled. And there's nothing whatsoever wrong with that.
- Growth
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- Nov 07, 2020
Your focus should be on creating an environment where growth can occur and then letting nature take its course.
- Great
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- Nov 07, 2020
Contrary to popular wisdom, the mark of a great meeting is not how short it is or whether it ends on time. The key is whether it ends with clarity and commitment from participants.
- Important
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- Nov 07, 2020
Are your people uncomfortable during meetings and tired at the end? If not, they're probably not mixing it up enough and getting to the bottom of important issues.
- Culture
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- Nov 07, 2020
You need to make sure you hire people who are capable of being strong team players. Team members should fit the company's culture, be committed to the team, and be capable of being genuinely vulnerable and selfless.
- Nothing
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- Nov 07, 2020
When team members trust each other and know that everyone is capable of admitting when they're wrong, then conflict becomes nothing more than the pursuit of truth or the best possible answer.
- Decision
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- Nov 07, 2020
When team members openly and passionately share their opinions about a decision, they don't wonder whether anyone is holding back. Then, when the leader has to step in and make a decision because there is no easy consensus, team members will accept that decision because they know that their ideas were heard and considered.
- Courage
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- Nov 07, 2020
On great teams - the kind where people trust each other, engage in open conflict, and then commit to decisions - team members have the courage and confidence to confront one another when they see something that isn't serving the team.
- Humble
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- Nov 07, 2020