If you want the best things to happen in corporate life you have to find ways to be hospitable to the unusual person. You don't get innovation as a democratic process. You almost get it as an anti-democratic process. Certainly you get it as an antithetical process, so you have to have an environment where the body of people are really amenable to change and can deal with the conflicts that arise out of change an innovation.

In some South Pacific cultures, a speaker holds a conch shell as a symbol of temporary position of authority. Leaders must understand who holds the conch-that is, who should be listened to and when.

Innovation is the lifeblood of an organization. Knowing how to lead and work with creative people requires knowledge and action that often goes against the typical organizational structure. Protect unusual people from bureaucracy and legalism typical of organizations.

Trust grows when people see leaders translate their personal integrity into organizational fidelity. At the heart of fidelity lies truth-telling and promise-keeping.

When trust permeates a ministry, great things are possible, not the least of which is an opportunity to reach the ministry's potential.

The greatest thing is, at any moment, to be willing to give up who we are in order to become all that we can be.

Sometimes we think we're a little too gifted to show up, yo uknow. But none of us truly is...By avoiding risk we really risk what's most important in life---reaching toward growth, our potential, and a true contribution to a common good.