Most of my work has been in corporations, studying how you build an organization that helps people to identify and work to their strengths.

Too many companies waste time trying to eliminate their employees' weaknesses when, in fact, they should concentrate on developing their strengths.

Forcing your employees to follow required steps only prevents customer dissatisfaction. If your goal is truly to satisfy, to create advocates, then the step-by-step approach alone cannot get you there. Instead, you must select employees who have the talent to listen and to teach, and then you must focus them toward simple emotional outcomes like partnership and advice....Identify a person's strenths. Define outcomes that play to those strengths. Find a way to count, rate or rank those outcomes. And then let the person run.

If we have to know without a doubt that the choices we are making are the perfect ones, we risk never making any choices at all.

Leaders are fascinated by future. You are a leader if and only if, you are restless for change, impatient for progress and deeply dissatisfied with status quo. Because in your head, you can see a better future. The friction between 'what is' and 'what could be' burns you, stirs you up, propels you. This is leadership.

Many of us feel stress and get overwhelmed not because we're taking on too much, but because we're taking on too little of what really strengthens us.

Gen Y is really quite distinct from Gen X; it's really self-involved and very narcissistic - their cameras are filled with pictures of themselves; Facebook, it's about me. It's a generation that's been pampered by their parents and their schools, given prizes for just taking part.