We spend a lot of time teaching leaders what to do. We don't spend enough time teaching leaders what to stop. Half the leaders I have met don't need to learn what to do. They need to learn what to stop

The monomaniac is unlikely to succeed. Most leave only their bleached bones in the roadless desert. But the rest of us, with our multiple interests instead of a single mission, are certain to fail and have no impact at all.

Some of the best business and nonprofit CEOs I've worked with over a sixty-five-year consulting career were not stereotypical leaders. They were all over the map in terms of their personalities, attitudes, values, strengths, and weaknesses.

If a business is to be considered a continuous process, instead of a series of disjointed stop-and-go events, then the economic universe in which a business operates-and all the major events within it-must have rhyme, rhythm, or reason.

Objectives are not fate; they are direction. They are not commands; they are commitments. They do not determine the future; they are a means to mobilize resources and energies of the business for the making of the future.

Don't solve problems. Pursue opportunities.

A man should never be appointed into a managerial position if his vision focuses on people's weaknesses rather than on their strengths.