Patrick Lencioni Quotes

Patrick Lencioni
American Writer
Born: 1965
Conflict Employees People Time Work You
Related authors: Dale Carnegie Denis Waitley Dr. Seuss H. L. Mencken Napoleon Hill Ray Bradbury W. E. B. Du Bois William Arthur Ward
The kind of people that all teams need are people who are humble, hungry, and smart: humble being little ego, focusing more on their teammates than on themselves. Hungry, meaning they have a strong work ethic, are determined to get things done, and contribute any way they can. Smart, meaning not intellectually smart but inner personally smart. Patrick Lencioni
Work Humble People Ego Strong Smart Teammates Way Focusing Hungry Kind Determined More Intellectually Than Contribute Get Any Done Being Little Personally Work Ethic Meaning Ethic Themselves Who Teams Things Inner Need
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. Patrick Lencioni
Work Needs People Collective Sacrifice Group Some Individual Put Up Front Interests Requires Team Who Teamwork
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. Patrick Lencioni
Time Loyalty People Organization Employees Active Morale Invest Throughout Take Leaders Greater Understand Genuine Climate Real Yes Manage Real Time Interest Create Fundamental Growth Level
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. Patrick Lencioni
Service Leadership Needs Mistakes Weaknesses Ability About More Powerful Attribute Talking Client Genuinely Than Whether Help Teamwork Honest
Success is not a matter of mastering subtle, sophisticated theory but rather of embracing common sense with uncommon levels of discipline and persistence. Patrick Lencioni
Success Persistence Discipline Matter Sense Embracing Rather Uncommon Sophisticated Mastering Common Subtle Common Sense Success Is Theory Levels
What clients are really interested in is honesty, plus a baseline of competence. Patrick Lencioni
Honesty Plus Clients Interested Really Competence
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. Patrick Lencioni
Best Complaining Pressure Leader Accountability Intervene Peer Peer Pressure Kind Having More Anonymously Doing Effective Efficient Than Going Stop Them Team
Clients don't expect perfection from the service providers they hire, but they do expect honesty and transparency. There is no better way to demonstrate this than by acknowledging when a mistake has been made and humbly apologizing for it. Patrick Lencioni
Service Mistake Honesty Better Made Way Has-Been Perfection Better Way Clients Demonstrate Hire Been Providers Expect Than Acknowledging Apologizing Transparency Service Providers Humbly
When truth takes a backseat to ego and politics, trust is lost. Patrick Lencioni
Politics Truth Trust Ego Lost Backseat Takes
Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization. Patrick Lencioni
Health Organization Employees Enthusiastic Drivers Any Pivotal Engaged Loyal Growth
Trying to design the perfect plan is the perfect recipe for disappointment. Patrick Lencioni
Disappointment Design Recipe Perfect Trying Plan
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. Patrick Lencioni
Politics Health Leadership Intelligence Confusion Thought Met Meet Members About General Direction Various Failed Mission However Were Domain Expertise Dysfunction Forms Successful Required Organizational Team Riddled Who Companies Many Foster
Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility. Patrick Lencioni
Values Employees Cynical Alienate Statements Undermine Empty Managerial Customers Create Credibility
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. Patrick Lencioni
Love Truth You People Better Enough Tell Lead Like Want To Love Them Even
You have to build trust among team members so that people feel free to admit what they don't know, make mistakes, ask for help if they need it, apologize when necessary, and not hold back their opinions. Patrick Lencioni
You Trust People Free Mistakes Build Back Members Admit Feel Know Make Opinions Hold Ask Apologize Team Help Among Necessary Need
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. Patrick Lencioni
Truth Best Trust Conflict Admitting Nothing Other Everyone Members Possible More Pursuit Wrong Know Answer Becomes Than Capable Then Team Each
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. Patrick Lencioni
Competition Strong Values Employees Rallying Guts Point Identity Sticking Real Coming Up Apart Them Requires Company Serving Set
Hungry people are always looking for more. More things to do. More to learn. More responsibility to take on. Patrick Lencioni
People Responsibility Looking Hungry More Take Learn Always Things
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. Patrick Lencioni
Work People Opportunity Thinking Loathe Diligent Hungry Constantly About Perceived Never Pushed Step Almost Idea Because Manager Might Next Next Step Harder
Anybody, and any company, can have a big run of success once, but if you're going to repeat that over time, you need to be aware that you need to keep learning. Patrick Lencioni
Success Time You Learning Big Once Run Over Repeat Any Going Anybody Company Keep Aware Need
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. Patrick Lencioni
Mistakes Others Members Weaknesses Able Admit Something Wrong Acknowledge Apologize Team Strengths Need
Home is most important in the long run. Patrick Lencioni
Home Long Important Run Long Run Most
I know that any group of people can become a team if they do the right things, but I came to realize over time that if you acquire or develop the right kind of people, that process of building a team is going to be much more effective and easier. Patrick Lencioni
Time You People Building Become Group Right Things Easier Kind More Develop Over Know Came Effective Any Going Process Acquire Realize Much Team Right Things Right Kind
I work with CEOs and their executive teams... and very few of these people are really indifferent about their employees or their customers. Patrick Lencioni
Work People Employees Few About Indifferent Executive Very Customers CEOs Really Teams
At the heart of every great movie is conflict. It's the same with a meeting. There should be conflict and tension. Patrick Lencioni
Great Heart Conflict Every Meeting Great Movie Tension Same Movie Should
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. Patrick Lencioni
Conflict Decision Organization Our Temporary Puts Failing Terrible Comfort Discomfort Ultimate Ultimate Goal Goal Engage Avoidance
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