Managers Quotes

“Things were different in the past. People idolized thinkers, philosophers, artists and scientists. Today the world admires CEOs, businessmen and managers. Basically, the people who are rich and successful in terms of wealth. This is why the world today is messed up.”
― Abhaidev, The Influencer: Speed Must Have a Limit

“You know who the best managers are?
They're the great individual contributors, who never ever want to be a manager, but decide they have to be manager because no one else is going to be able to do as good a job as them.”
― Steve Jobs

“Investors are people with more money than time.
Employees are people with more time than money.
Entrepreneurs are simply the seductive go-betweens.
Startups are business experiments performed with other people’s money.
Marketing is like sex: only losers pay for it.”
“Company culture is what goes without saying.
There are no real rules, only laws.
Success forgives all sins.
People who leak to you, leak about you.
Meritocracy is the propaganda we use to bless the charade.
Greed and vanity are the twin engines of bourgeois society.
Most managers are incompetent and maintain their jobs via inertia and politics.
Lawsuits are merely expensive feints in a well-scripted conflict narrative between corporate entities.
Capitalism is an amoral farce in which every player—investor, employee, entrepreneur, consumer—is complicit.”
― Antonio García Martínez, Chaos Monkeys: Obscene Fortune and Random Failure in Silicon Valley

“Continuing to confuse career development with attaining specific positions will only limit the growth that both employees and organizations need.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“When climbing and moving are positioned as the only way to really develop, the message that employees get is “step up or stagnate.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Talented people are going to develop careers somewhere. How can you make sure it’s with you and your organization?”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Fundamental to helping your employees grow is having the belief that people are smart, capable, and insightful.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Passion without action is of little value.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“The work becomes the development. The development becomes the work.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Development accelerates in the presence of difficulties that stretch people beyond where they are today.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“For too long, careers have been measured against major markers, points in time, and the artificial yardstick of new positions or titles.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Confidence is the profound yet frequently overlooked dimension of development that boils down to trusting and appreciating one’s talents and abilities.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“The problem is that promotions are a small part of what makes up careers and career development.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“At its core, macromanagement is a development strategy that allows you to position others to learn more, do more, and be more.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Careers have changed. It’s time for career development to catch up!”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Career development takes on a different complexion during different seasons of life.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“Leaders are passionate about the Purpose, while Managers need to be passionate about the Results!”
― Amit Chatterjee, Ascent: A Practising Manager’s Growth Mantra

“Managers and leaders should develop talent like cultivating a garden, nurturing growth and potential.”
― Hendrith Vanlon Smith Jr.

“As most managers never created a new business, how can you expect them to be innovative.”
― Gijs van Wulfen

“It is important for managers that are observing behavioral problems in their workers to investigate them, even if the upper management team wants to cover them up.”
― Steven Magee

“Managers will be forced to become entrepreneurs and directly responsible for above the line branding and below the line profits...or they will be fired.”
― Richie Norton

“The space shuttle Challenger disaster was a classic example of what happens when engineers are overruled by incompetent managers.”
― Steven Magee

“There are some things, many things in fact, that are beyond your control as a manager. This book is about doing what you can as a manager to have a meaningful impact on the day-to-day experience of the women who work for you.”
― Kate Eberle Walker, The Good Boss: 9 Ways Every Manager Can Support Women at Work

“Beyond, between, and besides the upward climb toward promotions and positions, there are many other ways that employees want to grow.”
― Julie Winkle Giulioni, Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.

“The astronomy managers never told us about the central sleep apnea risks, even though we would work and sleep at high altitude.”
― Steven Magee

“Managers stop by to make sure you’re working. Leaders stop by to encourage you in your work.”
― Anthony Davis Sr.

“It was interesting to watch President Obama launch the Desoto Solar Farm. After the public launch, he disappeared into a private area with the senior company managers.”
― Steven Magee

“Two company senior managers escorted me during the Desoto Solar Farm President Obama launch. They were like my shadow!”
― Steven Magee

“Most managers I have worked for have told me I have some of the best technical skills they have seen in an electrical and electronics engineer.”
― Steven Magee

“We know from research (and common sense) that people who understand and manage their own and others’ emotions make better leaders. They are able to deal with stress, overcome obstacles, and inspire others to work toward collective goals. They manage conflict with less fallout and build stronger teams. And they are generally happier at work, too. But far too many managers lack basic self-awareness and social skills. They don’t recognize the impact of their own feelings and moods. They are less adaptable than they need to be in today’s fast-paced world. And they don’t demonstrate basic empathy for others: they don’t understand people’s needs, which means they are unable to meet those needs or inspire people to act.

One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it. We hire for pedigree. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others. And how smart we think someone is matters a lot, so we hire for intellect.

Obviously we need smart, experienced people in our companies, but we also need people who are adept at dealing with change, understand and motivate others, and manage both positive and negative emotions to create an environment where everyone can be at their best.”
― Annie McKee