Teamworking Quotes

“IF we don't start to rethink how we are acting now...We will pay the price later for our "old-stinking-thinking" style”
― Tony Dovale - ReThink Your Success Mindset tonydovalespeaks.com

“When manipulation flutters around everywhere, neither pull nor push anyone. Just do one thing - don't trust anyone!”
― Ashish Patel

“Work for what you want, the pursuit of life.”
― Lailah Gifty Akita, Think Great: Be Great!

“Teamwork doesn't happen without good teammates.”
― Lance Loya

“We now live in a time when PEOPLE and profits must become equally valuable in the corporate leaders Mindset.
Rethink your Leadership Culture to become a conscious, high performance organisation”
― Tony Dovale

“Teamwork and trust trump ego and arrogance in building high performance sustainable successful teams. Rethink your team building ideas”
― Tony Dovale

“Agile retrospectives give the power to the team, where it belongs!”
― Ben Linders, Getting Value out of Agile Retrospectives - A Toolbox of Retrospective Exercises

“Feel better, work better.”
― Lailah Gifty Akita, Think Great: Be Great!

“We are amazing individuals.”
― Lailah Gifty Akita, Think Great: Be Great!

“Exponential Results Requires Exponential Thinking and High Performance Teamworking with Growth Oriented Mindsets.”
― Tony Dovale

“Under no circumstance is any proverbial player ever more significant than the collective.”
― Carlos Wallace, The Other 99 T.Y.M.E.S: Train Your Mind to Enjoy Serenity

“SOME MISCONCEPTIONS ABOUT TEAMWORK

1. Effective teams work together a lot. We found instead that smoothly functioning groups work just as well when individuals are able to work independently, yet confidently.

2. Conflict between group members is bad. Many researchers agree that this is dangerous. But constructive conflict is essential to prevent such dysfunctions as individual apathy, group-think, and the so-called Abilene paradox, in which members agree to agree, even if they have qualms. What makes conflict constructive is controlled disagreements over ideas (not personalities) and a common commitment to, and mutual confidence in, execution after a decision is made.

3. Teams are better off when members like each other. True, it’s tough to work with someone when you have an overwhelming urge to throttle the person. On the other hand, there are plenty of groups whose members would not care to spend any time together on a personal basis but who do leverage each other’s experience and skill effectively. The key seems to be mutual respect rather than affection.

4. Team satisfaction produces performance. We found no necessary correlations. When a group puts more energy into its own good feelings than into the task at hand, performance suffers. In one extreme example, an IT project manager was so concerned about morale that she would hold pizza parties when deadlines were missed so that people didn’t feel discouraged.”
― Rita Gunther McGrath, The Entrepreneurial Mindset: Strategies for Continuously Creating Opportunity in an Age of Uncertainty

“SOME MISCONCEPTIONS ABOUT TEAMWORK

1. Effective teams work together a lot. We found instead that smoothly functioning groups work just as well when individuals are able to work independently, yet confidently.

2. Conflict between group members is bad. Many researchers agree that this is dangerous. But constructive conflict is essential to prevent such dysfunctions as individual apathy, group-think, and the so-called Abilene paradox, in which members agree to agree, even if they have qualms. What makes conflict constructive is controlled disagreements over ideas (not personalities) and a common commitment to, and mutual confidence in, execution after a decision is made.

3. Teams are better off when members like each other. True, it’s tough to work with someone when you have an overwhelming urge to throttle the person. On the other hand, there are plenty of groups whose members would not care to spend any time together on a personal basis but who do leverage each other’s experience and skill effectively. The key seems to be mutual respect rather than affection.

4. Team satisfaction produces performance. We found no necessary correlations. When a group puts more energy into its own good feelings than into the task at hand, performance suffers. In one extreme example, an IT project manager was so concerned about morale that she would hold pizza parties when deadlines were missed so that people didn’t feel discouraged.”
― Rita Gunther McGrath, The Entrepreneurial Mindset: Strategies for Continuously Creating Opportunity in an Age of Uncertainty