Management Quotes - Page 4

I have learned that as soon as you introduce controls on human behavior, you lose the game, particularly when those controls are at odds with the work.

Technical staff were fairly good at estimation but were poor at defending their estimates

Change is hard at first,Messy in the middle and gorgeous at the end.

Managers who inspire extraordinary loyalty from their people tend to be highly charismatic, humorous, good-looking, and tall. So, by all means, strive to be those things. If you don't feel able to improve any of those factors very much, you might consider holding on to your people by designing a little slack into their lives.

Convincing a leader of the value of front-line ideas alone is rarely enough for that person to overcome years of entrenched bad habits and to change his management style.

Simply put, this is one insight we heard echoed by tens of thousands of great managers: People don't change that much.Don't waste time trying to put in what was left out.Try to draw out what was left in.That is hard enough.

Accepting that the odds are against you is the same as accepting defeat before you begin.

Training of parts leads to training of the whole.

PALATABLE CRITICISM: In a performance review, don't offer more than three criticisms. That's all an employee can digest.

Unfortunately, the board of directors that the middle managers report to generally make them aggressive. Imagine being hired into a company and then being told that you have to ignore the emerging health and safety issues (This is illegal!) and not inform the workers that the system is known to be dangerous (This is illegal!). You have two options: To go to jail for illegal activities sometime in the future, or to lose your job now and have all your USA workplace rights removed for recognizing the illegal activities that your Directors want you to engage in. Welcome to the corporate America management team!

QUIT = Quickly Uphold Important Things

They copied my product, they copied my strategies yet they failed miserably in the business, because they couldn't copy my professionalism.

Quality products and personalized attention secures retail customers.

The show doesn’t go on because it’s ready it goes on because it’s 11:30.

The behavior of any bureaucratic organization can best be understood by assuming that it is controlled by a secret cabal of its enemies.

Certain barriers do require a critical mass of action at the right time to overcome the inertia that is greater than incremental change.

Any idiot can point out a problem. So, bosses do.

Now If diversity were inherently good, inherently valuable, inherently wonderful, why would we have to have the highly-paid profession know as 'diversity consultant' to manage it? Things that are inherently good, to enjoy them, or to make the most of them, you don't need a consultant. You don't need a consultant to make the most out of good-tasting food, beautiful weather, the affection of your friends. Those are inherently good things. Diversity required consultants because diversity is hard. Diversity is difficult. It's because it's difficult for people to try to work, to act, and live together with people are are unlike themselves.

I couldn’t bring myself to call him either “Bill,” which would signal friendly familiarity, or “Doctor Vogel,” which would imply respect.

Some might debate whether people are born with talent, or whether it is developed. Toyota’s stand is clear—give us the seeds of talent and we will plant them, tend the soil, water and nurture the seedlings, and eventually harvest the fruits of our labor... Of course the wise farmer selects only the best seeds, but even with careful selection there is no guarantee that the seeds will grow, or that the fruits they yield will be sweet, and yet the effort must be made because it provides the best chance of developing a strong crop.

A positive change in approach improves quality.

Compromise makes relationships survive.

Corporate strategy is usually only useful if you get people engaged with helping you to make it work.

People who don't take risks generally make about two big mistakes a year. People who do take risks generally make about two big mistakes a year.

You don't need a prophet to wake you up from your bed; you need no archbishop to describe the size of your spoon for you. Remember, you are in the center of management of your own affairs when the time comes for you to act!

Mutually helping team members achieve both individual and team objectives.

Find out your most limiting tasks and deal with them as early as possible. Use a diary, and jot little points of reminder about specific tasks for reference later.

For all the secret societies lunatics out there who think they know anything, why don't you chill..We’re ALL guests on Earth, not Management.

You contribute much to your marriage by the wise, thrifty, diligent management and oversight of your part of the household budget.

Customer complaints need to be addressed effectively.

It was a mild winter’s evening in ‘Japp’s Saloon and Speakeasy’, in the northwest corner of the only legal red-light area of the city. (The S.O.D.s believed in crime management.) Timaset Skooch leaned back in the aluminum framed chair, checking his cards carefully while wearing his best poker face. Across the table from him sat Jonn Deire, a large man who was trying very hard to out-poker face him and who didn’t enjoy jokes about his name much.

Those who disrupt their industries change consumer behavior, alter economics, and transform lives.

Authority is not a power, it is a responsibility.

How to uplift others. It’s not a pie, it’s a cake. It’s not a ladder, it’s a bridge.

Effective managers proactively control their tasks and the expectations of their major stakeholders, which allows them to meet strategic goals rather than fight fires.

For further communication, previous communication may be archived or discarded.

Great leaders catch and correct problems while they’re still small and able to be managed without a lot of hassle. If ignored too long, small problems will morph into much bigger issues that will require more time and effort and at a high cost, causing a great deal of disruption and stress.

If life, you get what you believe you deserve.

When the management iceberg is shaped like a huge phallus, you know that there are a lot of tossers that the top penguin has had to climb over to reach the tip and that there is no shortage of the same caliber of penguin in the balls and shaft of the corporation, just waiting for their chance to get a spurt to the top. Should I sugar coat this a little more? or tell it like it is?

People. Products. Profits. In that order.

If you want to strike, strike now. No matter how skillfully a footballer strikes beyond the 90 minutes' regulated time, he makes no influence. Strike now before it becomes too late!

Whether driven by ambition or circumstance, every career gets disrupted.

You'll never know how close you are to victory if you give up.

We only pay for what we admire, want and recognize as necessary, even when a cup of coffee is priced at the same value of a book that can change our entire future.

Those benefiting from the status quo, resist change.

If the difficult tasks are completed first, then the remaining tasks seem easy.

Smart entrepreneurs learn that they must fail often and fast.

If you really want the key to success, start by doing the opposite of what everyone else is doing.

You can actually recreate your world with the Word of the Creator in your mouth.

The highest training trains oneness.

Sometimes servant leaders focus on the servitude part and forget the leader part. Great leadership isn't about abdication of power, it about the benevolent application of that power.

Leadership is not about the power and status of one but the empowerment and service of all. That is what it should be and that is how it should be measured.

One conclusion is becoming more and more evident: The primary focus of any manager should be to energize people, to make sure that they actually want to do all that stuff. And doing all that stuff requires motivation.

Quality is all about taking care of the details.

Knowledge if churned like milk, results in the butter of wisdom.

Managers are people who know what they want.Leaders are people who get what they want.

Management is the kitchen that produces a delicious meal, where Leadership is the Chef hooked by a purpose across the canyon of risks that adds the fragrance and taste to make it go beyond expectations.

How you think and create your inner world that you gonna become in your outer world. Your inner believe manifest you in the outside

Lorne knows that the most exhausting people occasionally turn out the best stuff.

EWI: Emailing While Intoxicated