What managers want most from companies they stop themselves from getting.What companies want most from managers they stop them from giving.
~ Stan Slap
This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.
~ Stan Slap
A manager’s emotional commitment is worth more than their financial, intellectual and physical commitment combined.
~ Stan Slap
Emotional commitment is a personal choice. Managers understand this even if their companies don’t.
~ Stan Slap
Emotional commitment means unchecked, unvarnished devotion to the company and its success; any legendary organizational performance is the result of emotionally committed managers.
~ Stan Slap
The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.
~ Stan Slap
Values are deeply held personal beliefs that form your own priority code for living.
~ Stan Slap
Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.
~ Stan Slap
Your values are your essence: an undistorted mirror showing you at your pure, attractive best.
~ Stan Slap
Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.
~ Stan Slap
Values are the individual biases that allow you to decide which actions are true for you alone.
~ Stan Slap
Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.
~ Stan Slap
Let’s get right on top of the bottom line: You must live your personal values at work.
~ Stan Slap
Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.
~ Stan Slap
When you’re not on your own agenda, you’re prey to the agenda of others.
~ Stan Slap
Leadership creates performance in people because it impacts willingness; it’s a matter of modeling, inspiring, and reinforcing.
~ Stan Slap
Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.
~ Stan Slap
To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.
~ Stan Slap
Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.
~ Stan Slap
Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.
~ Stan Slap
Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.
~ Stan Slap
The high quality of a company’s customer experience rarely has anything to do with the high price of their product.
~ Stan Slap
Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.
~ Stan Slap
The heart of a company’s performance is hardwired to the hearts of its managers.
~ Stan Slap
Do you think your people struggle with being true to themselves? Do their values match up with their work?
~ Stan Slap
Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?
~ Stan Slap
When you don’t know what true for you, everyone else has unusual influence.
~ Stan Slap