‘The objective of a high-performance culture is to maximize adaptability.‘- Neel Doshi and Lindsay McGregor
‘Adaptive oraganizations require adaptive individuals– people with high levels of creativity, problem-solving, and persistence, and citizenships.’- Neel Doshi and Lindsay McGregor
‘Culture can’t be managed by chance.’- Neel Doshi and Lindsay McGregor
‘People must share a common view of the problem and a common perspective on the solution.’- Neel Doshi and Lindsay McGregor
‘People must emotionally feel the difference between their current state and their desired future state.’- Neel Doshi and Lindsay McGregor
‘People must have the ability to interact with one another to enable collective action.’- Neel Doshi and Lindsay McGregor
‘At each rung of the ladder, people should have more opportunities to expand their expertise.‘- Neel Doshi and Lindsay McGregor
‘A managerial promotion should not be a reward given to the top performer. It should be a path pursued by those who find play in learning how to manage and coach.’- Neel Doshi and Lindsay McGregor
‘Your people can either fight each other to survive of fight their competitors to win; your culture drives the choice.’- Neel Doshi and Lindsay McGregor
‘A good manager makes things better. If you manage with excellence, over time even the doubters will recognize … that they are better off, and they will support you in your new role.’- Larry Sternberg and Kim Turnage
‘To bring about rapid change, you must be prepared to replace employees who cannot or will not be a part of the future the organization envisions. Do it compassionately, but do it swiftly. Be proactive in helping new employees build positive relationships quickly.’- Larry Sternberg and Kim Turnage
‘People will have reasonable questions that you cannot answer. Do not be defensive about that. Accept it as part of the change process, and express confidence that you will figure out the answer together.’- Larry Sternberg and Kim Turnage
‘When an employee brings you an idea, you are in a learning moment. Do not shoot it down. Make time to discusss the possible consequences, both good and bad. Be open to the possibility that it might be worth a try. If you engage in an open-minded discussion, or if you try the idea, somebody will learn something. It might be you.’- Larry Sternberg and Kim Turnage
‘Speak only positively about people who are absent. If you do not have something positve to say, follow the advice your mother gave you and say nothing. This will enhance your moral authority, build trust with your people, and improve your culture.’- Larry Sternberg and Kim Turnage
‘When you exert moral authority, your capacity to influence others increases dramatically, thus improving your ability to help them grow as human beings. This is the most powerful way to shape a culture.’- Larry Sternberg and Kim Turnage
‘Your employees expect you to hold people accounatble. The way you respond to poor performance must be thoughtfully tailored to each situation.’- Larry Sternberg and Kim Turnage
‘Encouraging employees to have fun at work while maintaining a focus on high performance builds closer relationships, improves engagement, and increases productivity.’- Larry Sternberg and Kim Turnage
‘Discussion is not enough. As the manager, you must walk the talk.’- Larry Sternberg and Kim Turnage
‘To build an extraordinary team, sometimes you have to let someone go.’- Larry Sternberg and Kim Turnage
‘Empowerment accelerates change.’- Larry Sternberg and Kim Turnage
‘When people are more empowered, more learning occurs, whether their suggestions work or not.’- Larry Sternberg and Kim Turnage
‘The more decisions employees are empowered to make, the higher their level of job satisfaction, the greater their degree of engagement, the more they learn, and the greater the likelihood of retaining them.’- Larry Sternberg and Kim Turnage
‘People do not lose respect for you because you become friends with some employees. They lose respect when you decide not to do your job as a manager.’- Larry Sternberg and Kim Turnage
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