You absolutely must have the discipline not to hire until you find the right people.

Mediocrity results first and foremost from management failure, not technological failure.

Good-to-great companies set their goals and strategies based on understanding; comparison companies set their goals and strategies based on bravado.

Indeed, the real question is not, "Why greatness?" but "What work makes you feel compelled to try to create greatness?" if you have to ask the question, "Why should we try to make it great? Isn't success enough?" then you're probably int he wrong line of work.

Good is the enemy of great.. The vast majority of good companies remain just that - good, but not great.

You must ask, "What do we mean by great results?" Your goals don't have to be quantifiable, but they do have to be describable. Some leaders try to insist, "The only acceptable goals are measurable," but that's actually an undisciplined statement. Lots of goals-beauty, quality, life change, love-are worthy but not quantifiable. But you do have to be able to tell if you're making progress.

Creative leadership impact increases in your 50's. When I turn 50 I want to say, "Nice start!"