The leaders who work most effectively, it seems to me, never say 'I'. They don't think 'I'. They think 'we'; they think 'team'.
No one can whistle a symphony. It takes a whole orchestra to play it.
The team, not the individual, is the ultimate champion.
Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They're absolutely free and worth a fortune
Only by binding together as a single force will we remain strong and unconquerable.
With an enthusiastic team you can achieve almost anything.
You put together the best team that you can with the players you've got, and replace those who aren't good enough.
The greater the loyalty of a group toward the group, the greater is the motivation among the members to achieve the goals of the group, and the greater the probability that the group will achieve its goals.
No matter what accomplishments you make, somebody helped you.
Trust is knowing that when a team member does push you, they're doing it because they care about the team.
The leaders who work most effectively, it seems to me, never say "I." And that's not because they have trained themselves not to say "I." They don't think "I." They think "we"; they think "team." They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but "we" gets the credit. This is what creates trust, what enables you to get the task done.
Respect your fellow human being, treat them fairly, disagree with them honestly, enjoy their friendship, explore your thoughts about one another candidly, work together for a common goal and help one another achieve it. No destructive lies. No ridiculous fears. No debilitating anger.
Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.
What we need to do is learn to work in the system, by which I mean that everybody, every team, every platform, every division, every component is there not for individual competitive profit or recognition, but for contribution to the system as a whole on a win-win basis.
Remember teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.
A major reason capable people fail to advance is that they don't work well with their colleagues.
Many hands make light work.
Gettin' good players is easy. Gettin' 'em to play together is the hard part.
Interdependent people combine their own efforts with the efforts of others to achieve their greatest success.
There are no shortcuts to building a team each season. You build the foundation brick by brick.
Building a team is the nucleus for every piece of success.
Leaders who carry unresolved guilt are forced to hide a part of themselves from those to whom they are closest. They have a secret. They are forced to expend time and energy to ensure that no one finds them out. They know they are not completely trustworthy. Often they assume no one else is either. Guilty leaders have a difficult time trusting. Consequently, guilty leaders have a difficult time building teams.
Part of being able to make great decisions around that and to really grow a business and scale a business, it also comes down to people. I spend a lot of time building teams at both businesses - both The Trump Organization and my own - and thinking about who to hire to supplement the team and allow us to best achieve our goals.
Our goal as a team is to keep playing as a group for as long as we can because you will never have that team again. It is like a dying limb, you have to prune it off and let another one grow in its place. That is the way you have to do it, but it still hurts losing these guys and that team because they and you have put so much effort into building a team. Even if you win that last game (and a national championship), it hurts badly because the players know they will never have that same special group of guys together on the same team again. Somebody always goes and somebody new always comes in.
Trust is the foundation of real teamwork. And so the first dysfunction is a failure on the part of team members to understand and open up to one another. And if that sounds touchy-feely, let me explain, because there is nothing soft about it. It is an absolutely critical part of building a team. In fact, it’s probably the most critical.
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