So, the three qualities of a workplace that would develop people would be information sharing, investing in the training of the workforce, and giving employees the ability to use their training and information to make decisions.

Knowledge is only useful if you do something with it.

We give up and don't try. We don't take sufficient chances or risks. We aren't resilient in the face of failure. We follow the "rules" too much and don't push the envelope.

Volumes in the series on Lyndon Johnson, including Master of the Senate and The Path Power, describe how Johnson created resources out of nothing and built a substantial power base.

You can't be normal and expect abnormal returns.

I don't think eliminating the knowing-doing gap depends on the amount of knowledge around. It depends much more on people's attitudes and intentions - do they actually want to turn knowledge into action, or just go through the motions of acting as if they are busy or are accomplishing something.

Successful organizations understand the importance of implementation, not just strategy, and, moreover, recognize the crucial role of their people in this process.