Patrick Lencioni Quotes

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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.

If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.

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Irrelevance is the feeling that an employee gets when they don't see how their job really makes a difference in someone else's life in some large or small way.

Every employee needs to know that there's somebody out there that they serve. And when we don't let people know that for one reason or another, we're depriving them of a fulfilling job.

Employees that feel known and they feel like they know why their job matters and they have a sense of measuring it stay later, do extra work, and are committed to the organization above the requirements that they have.

Having to re-recruit, rehire, and retrain, and wait for a new employee to get up to speed is devastating in terms of cost.

Conflict is the pursuit of truth.

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.

Conflict is always the right thing to do when it matters.

Even though I wrote 'The 3 Big Questions for a Frantic Family,' my life is as chaotic as most people's.

I coach soccer, and my wife and I are very involved in our kids' lives. Our family is busy with doctor appointments, soccer practice, school, work, travel, vacation... life.

Life is full of surprises: new opportunities come up; that's part of the fun - the adventure of life. The thing is, chaos doesn't allow us to enjoy the adventure.

Trying to design the perfect plan is the perfect recipe for disappointment.

Enron - although an extreme case - is hardly the only company with a hollow set of values.

Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility.

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.

If you're not willing to accept the pain real values incur, don't bother going to the trouble of formulating a values statement. You'll be better off without one.

Meetings are usually terrible, but they shouldn't be.

For organizations seriously committed to making teamwork a cultural reality, I'm convinced that 'the right people' are the ones who have three virtues in common - humility, hunger, and people smarts.

Hungry people are always looking for more. More things to do. More to learn. More responsibility to take on.

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