“A CHECKLIST FOR CHANGE Below are the questions you should review before attempting changes within an organization. When the questions can be answered with a yes, change tends to be easier. Questions that can only be answered with no (or maybe) usually indicate that change will be difficult. YES NO ____ ____ Will this change benefit the followers? ____ ____ Is this change compatible with the purpose of the organization? ____ ____ Is this change specific and clear? ____ ____ Are the top 20 percent (the influencers) in favor of this change? ____ ____ Is it possible to test this change before making a total commitment to it? ____ ____ Are physical, financial, and human resources available to make this change? ____ ____ Is this change reversible? ____ ____ Is this change the next obvious step? ____ ____ Does this change have both short- and long-range benefits? ____ ____ Is the leadership capable of bringing about this change? ____ ____ Is the timing right?”
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John C. Maxwell
“Four Unpardonable Sins of a Communicator”: being unprepared, uncommitted, uninteresting, or uncomfortable.”
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John C. Maxwell
“We judge ourselves by what we feel capable of doing, while others judge us by what we have already done.”
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John C. Maxwell
“The ability to ask the right question is more than half the battle of finding the answer.”
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John C. Maxwell
“Integrity: The leader’s life and words match. Justice: The leader rejects dishonest gain. Convictions: The leader’s values won’t allow him or her to accept bribes. Positive focus: The leader refuses to dwell on destructive issues. Pure: The leader disciplines his or her mind to remain clean and pure. Secure: The leader is firm, stable in his identity and source of strength. The Maxwell Leadership Bible”
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John C. Maxwell
“Think “tomorrow.” Make today’s efforts pay off tomorrow. Free the imagination. You are capable of more than you can imagine—so imagine the ultimate. Strive for lasting quality. “Good enough” never is. Have “stick-to-it-ivity.” Never, never, never give up. Have fun. You’re never truly a success until you enjoy what you are doing.”
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John C. Maxwell
“Reward only finished work: It’s good to praise effort, but you should never reward it.
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John C. Maxwell
“When I want to really get to know someone, I ask three questions. People’s answers to these give me great insight into someone’s heart. The questions are: What do you dream about? What do you sing about? What do you cry about?”
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John C. Maxwell
“The greatest day in your life and mine is when we take total responsibility for our attitudes. That's the day we truly grow up.”
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John C. Maxwell
“One of the ways Coach Wooden used to do that was to ask his players to acknowledge the skills and contributions of others. He told each player that if a teammate made a great pass or set a pick that allowed him to score, he should acknowledge the teammate on the way back down the court. One time a player asked, “Coach, if we do that, what if the teammate that made the assist isn’t looking?” Coach Wooden replied, “He will always be looking.” Coach knew that people look for and thrive on acknowledgment and appreciation.”
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John C. Maxwell
“The more you do to go beyond words, the greater the chance you will connect with people.”
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John C. Maxwell
“The ability to connect with others begins with understanding the value of people.”
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John C. Maxwell
