“ To make our meetings more effective, we need to have multiple types of meetings, and clearly distinguish between the various purposes, formats, and timing of those meetings. Patrick Lencioni
“ To make meetings less boring, leaders must look for legitimate reasons to provoke and uncover relevant, constructive ideological conflict. By doing so, they’ll keep people engaged, which leads to more… Patrick Lencioni
“ The most important challenge of building a team where people hold one another accountable is overcoming the understandable hesitance of human beings to give one another critical feedback. Patrick Lencioni
“ The idea is that your clients are looking for good suggestions, and they don’t mind sifting through some not-so-good ones as long as they’re offered with good intentions and with no ego attached. Patrick Lencioni
“ Teams that are willing to commit publicly to specific results are more likely to work with a passionate, even desperate desire to achieve those results. Teams that say, We'll do our best, are subtly,… Patrick Lencioni
“ Team leaders must give members a reason to care at the beginning of a meeting or discussion. They must raise the anxiety of the team about why the issues about to be discussed matter, and what could g… Patrick Lencioni
“ So many people there are so concerned about being socially conscious and environmentally aware, but they don't give a second thought to how they treat the guy washing their car or cutting their grass. Patrick Lencioni
“ Peer pressure and the distaste for letting down a colleague will motivate a team player more than any fear of authoritative punishment or rebuke. Patrick Lencioni
“ Our ability to engage in passionate, unfiltered debate about what we need to do to succeed will determine our future as much as any products we develop or partnerships we sign. It Patrick Lencioni
“ Leaders who can identify, hire, and cultivate employees who are humble, hungry, and smart will have a serious advantage over those who cannot. Patrick Lencioni
“ I am going to be pretty intolerant of behavior that demonstrates an absence of trust, or a focus on individual ego. I will be encouraging conflict, driving for clear commitments, and expecting all of… Patrick Lencioni
“ Help people realize that when they fail to provide peers with constructive feedback they are letting them down personally. By holding back, we are hurting not only the team, but also our teammates the… Patrick Lencioni
“ Firing someone is not necessarily a sign of accountability, but is often the last act of cowardice Patrick Lencioni
“ Employees know that they ultimately pay the price when their manager doesn’t get along with or cooperate with managers of other departments, leaving the staff to navigate the treacherous and bloody wa… Patrick Lencioni
“ Direct, personal feedback really is the simplest and most effective form of motivation. Patrick Lencioni
“ Damn it. I had to respect Michael Casey. I had really hoped that I could keep loathing him. Patrick Lencioni
“ By demonstrating generosity and trust, you drastically increase the likelihood of making them a client, not to mention proving to them that you can help them. Patrick Lencioni
“ But perhaps most important of all, having too many people on a team makes team dynamics during meetings and other decision-making events almost impossible. That’s because a good team has to engage in… Patrick Lencioni
“ All of this highlights one of the most challenging obstacles that prevents teams from taking the time to work on how they work together: adrenaline addiction. Many if not most of the executives and ma… Patrick Lencioni
“ All great relationships, the ones that last over time, require productive conflict in order to grow. This Patrick Lencioni
