Manager Quotes

What managers want most from companies they stop themselves from getting.What companies want most from managers they stop them from giving.

This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.

A manager’s emotional commitment is worth more than their financial, intellectual and physical commitment combined.

Emotional commitment is a personal choice. Managers understand this even if their companies don’t.

The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.

Values are deeply held personal beliefs that form your own priority code for living.

Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.

Your values are your essence: an undistorted mirror showing you at your pure, attractive best.

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

Values are the individual biases that allow you to decide which actions are true for you alone.

Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.

Let’s get right on top of the bottom line: You must live your personal values at work.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

When you’re not on your own agenda, you’re prey to the agenda of others.

To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.

Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.

Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.

Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.

The high quality of a company’s customer experience rarely has anything to do with the high price of their product.

Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.

The heart of a company’s performance is hardwired to the hearts of its managers.

Do you think your people struggle with being true to themselves? Do their values match up with their work?

Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

When you don’t know what true for you, everyone else has unusual influence.

Human beings are wired to be more reactive to threats than to rewards.

The question is not how to get managers’ emotional commitment but why manager’s don’t give it even if they like their company.

Man is born to dream, to be enlightened, to connect and to be fulfilled. Managers are too.

Often times it isn't the quality of your candidates, it's the quality of your interview.

Ex-Fidelity mutual fund manager Peter Lynch was certainly brilliant in one respect: he knew to get out when the gettin' was good.

A manager is not a person who can do the work better than his men he is a person who can get his men to do the work better than he can.

I'm a car nut. My father was a parts manager at a Chevrolet dealership.