“If your perception of and response to failure were changed, what would you attempt to achieve?”
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John C. Maxwell
“we often place too much emphasis on making decisions and too little on managing the decisions we've already made.”
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John C. Maxwell
“In the end, people are persuaded not by what we say, but by what they understand.”
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John C. Maxwell
“Dos de las maneras más rápidas para conectarse con otra persona son hacer preguntas y pedir ayuda.”
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John C. Maxwell
“You don’t really understand people until you hear their life story. If you know their stories, you grasp their history, their hurts, their hopes and aspirations. You put yourself in their shoes. And just by virtue of listening and remembering what’s important to them, you communicate that you care and desire to add value.”
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John C. Maxwell
“The Influence Factor—Do they influence others? The Capacity Factor—Do they have the potential to grow and develop? The Attitude Factor—Do they desire to grow and develop themselves? The Chemistry Factor—Do we like each other? The Passion Factor—Are they self-motivated? The Character Factor—Are they grounded? The Values Factor—Are our values compatible? The Teamwork Factor—Do they work well with others? The Support Factor—Do they add value to me? The Creative Factor—Can they find possibilities in impossibilities? The Option Factor—Can their contribution give me options? The 10 Percent Factor—Are they in the top 10 percent of those on our team?”
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John C. Maxwell
“It may sound corny, but it's really true: people don't care how much you know until they know how much you care.”
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John C. Maxwell
“The measure of a leader is not the number of people who serve him but the number of people he serves.”
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John C. Maxwell
“Do not take the agenda that someone else has mapped out for your life.”
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John C. Maxwell
“If you can’t explain it simply, you don’t understand it enough.”
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John C. Maxwell
“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
