Agility Motivational Quotes

If you wait for the mango fruits to fall, you'd be wasting your time while others are learning how to climb the tree

In looking for the right places to make these tiny changes, there are three broad areas of opportunity. You can tweak your beliefs—or what psychologists call your mindset; you can tweak your motivations; and you can tweak your habits. When we learn how to make small changes in each of these areas, we set ourselves up to make profound, lasting change over the course of our lives.

What someone may lack in talent can be more than made up for in self-motivation, self-direction, and follow-through.

You don’t need to be rescued or saved. You just need spaces that allow you to expand and rebuild.

GET OFF the paved path. It’s way too BASIC for you. There’s AIR to BREATHE. Oceans to FLOAT in. Dances to be DANCED. Songs to SING. Splendor to BEHOLD. Stop WAITING for PERMISSION.

Motivation is a fine example of social complexity. It is nonlinear and sometimes unpredictable. It cannot be defined or modeled with a single diagram.

Embrace change and practice flexibility. It will make you more agile in adapting to new people and situations.

Goleman identified the five components of emotional intelligence as self-awareness, self-regulation, motivation, empathy, and social skills.

Being real is the power skill of the century, but we’re taught to be otherwise in the places that should hold it most sacred: our families, schools, workplaces, communities, houses of worship, and governments.

Stop searching for wizards and wands. Don’t buy into the belief that you don’t have the brains, heart, and courage to make it. Link arms with your fellow travelers and never let go. Hold each other up so that you can see your own magic.

It’s okay to be messy. Like sunflowers, galaxies, and fingerprints, your life is an intricately designed spiral. Your wrinkles, bumps, and bruises show the world you are a force of nature. Forget linear. When you embrace chaos, it brings its own kind of order.

Stop letting people shove you into the binary. There’s not enough room for your soul to fit into the narrow box being forced upon you.

Stop trying to bend your mind around someone else’s organizing framework.

When we continuously snuggle up to antiquated ideas, we shut our eyes against the light of our potential.

One of the more common motivations for writing comments is bad code.

We choose and wear our clothes every morning. Attitude is the same. Positivity is an attitude – we can choose to wear it every morning

Stay woke. Jump out of bed, even if it makes you dizzy. Listen to your voice, even if it startles you. Breathe in the smelling salt, even if it stings you. Stare into the light of the reality before you, even if it burns. If you get weary, ask for help—whatever it takes to keep your eyes open. Bask in the glow of conscious living. You are awake. This is when change happens.

An awakened mind and heart will serve you well. Rigidity stalls upward progress. Be as expansive as you can. Even when you think you’ve reached your limit, there’s more to unlearn and relearn.

Frame your problem statements into actionable tasks and goals that lead to a solution. Problem statements incite procrastination and resistance whereas solution statements inspire hope and motivation.

Imagine a working culture where everyone is not looking at faults, but looking at positives. Encouragements are so lacking in today’s busy world. Start trying it first, and one day, someone will do the same for you!

Your encounters will be more successful when you slow down, pay attention, and become more mindfully aware of the world around you. Heightening your awareness in your social, situational, contextual, orientational, and cultural scenarios will improve your agility as you adapt to new social settings.

Sprint starts, sprint ends, and a lot gets changed in between! Once the sprint is over, you may not realize but one thing is for sure... You are not the same person who initiated last sprint, you grow with every sprint and that's what Agility is all about....So, not a good idea to count in years, the age of Agilist...now you know what to count!, didn't you? By the way, an Agilist never gets old, he just becomes more Agile!

It is not loyalty or internal motivation that drives us programmers forward. We must write our code when the road to our personal success is absolutely clear for us and writing high quality code obviously helps us move forward on this road. To make this happen, the management has to define the rules of the game, also known as "process", and make sure they are strictly enforced, which is much more difficult than "being agile".

the critical factor in motivation is not measurement,8 but empowerment: moving decisions to the lowest possible level in an organization while developing the capacity of those people to make decisions wisely.

To cope at these poorly managed firms, workers who would otherwise be self-motivated switch their thinking to a kind of short-term survival strategy, where they do whatever is incentivized while remaining open to new opportunities based on their real motivations - usually finding those opportunities outside their current firm.

The true marker of learning is turning up with more questions than answers.

Everything is learning, learning is everything.

Being a puppet is overrated. Cut your strings. We are human beings, not doings. Knowing life is about impact, not performance, is the most badass kind of clarity you can have.

Perfect is annoying, boring, and impossible to sustain. Knowing how to translate conscientiousness into something beyond the fleeting satisfaction of “me” toward a “we” mindset is the best move you can make.

Be fearless with your questions. Don’t be afraid to get a little muddy. Keep your feet nimble and eyes open for new paths and perspectives. Ready yourself to be moved.

You can be all and none of the above all at once. Don’t feel obliged to check off little boxes for the sake of doing so, especially when they do not allow for realization of the beauty of the human spectrum.

Your consciousness will lead you home.

What if the theories in psychology that dominate our mainstream culture are flawed, rather than the people they diagnose? That we close our eyes to modern brain science and global context and pigeonhole human beings as “normal” or “abnormal” is one of the biggest shams of the century.

Our old methods of excavating for problems leaves us with more problems. Everything rides on changing the positions we hold, the questions we ask, and the answers we’re willing to accept. When we only mine for weaknesses, that’s exactly what we’ll find.

11 Benefits of Asking Questions “The important thing is not to stop questioning. Curiosity has its own reason for existing.” – Albert Einstein 1. Builds rapport. 2. Nurtures creativity. 3. Grows your knowledge and awareness. 4. Exercises critical thinking and problem-solving skills. 5. Makes the other person feel valued. 6. Helps you make thoughtful decisions. 7. The better our questions, the better our answers. 8. Keeps you agile and open to new ideas. 9. Improves your memory and retention. 10. Helps you stay informed and relevant. 11. Enables you to discover a new world of possibilities you would not have known otherwise.

As individuals and as leaders we need to embrace both emotional and strategic agility. The demands of our lives can create physical burnout and make us feel increasingly isolated and impoverished.

Agile software development needs teams to be motivated. But repetitive tasks are boring, not motivating, so they should be automated. Many

In an Agile context, tools are meant to strengthen motivation, communication, and collaboration in a team.

Emerging operating models also mean that talent and culture have to be rethought in light of new skill requirements and the need to attract and retain the right sort of human capital. As data become central to both decision-making and operating models across industries, workforces require new skills, while processes need to be upgraded (for example, to take advantage of the availability of real-time information) and cultures need to evolve. As I mentioned, companies need to adapt to the concept of “talentism”. This is one of the most important, emerging drivers of competitiveness. In a world where talent is the dominant form of strategic advantage, the nature of organizational structures will have to be rethought. Flexible hierarchies, new ways of measuring and rewarding performance, new strategies for attracting and retaining skilled talent will all become key for organizational success. A capacity for agility will be as much about employee motivation and communication as it will be about setting business priorities and managing physical assets. My

This mind-set of motivating people to do evolutionary process improvement is the basis of both Agile and Lean.

Tweaking your mindset, motivation, and habits is about turning your heart toward the fluidity of the world,

The first component of motivation is the activation of a process.

The second component of motivation is persistence.

Compounding the issue, the person performing the work often has little visibility or understanding of how their work relates to any value stream goals (e.g., “I’m just configuring servers because someone told me to.”). This places workers in a creativity and motivation vacuum.

If I have to motivate you, I’m spending too much leadership time and leadership energy on the raw materials. Each employee needs to bring the raw materials: the energy, the enthusiasm, the professionalism, the drive. The leader creates an environment where people can do great work in service of something bigger than themselves. This environment includes projects that are meaningful and valuable. The leader brings the work to the right people.

You might be thinking, “Well, it’s the leader’s job to motivate her employees.” I disagree. The leader’s job is not to cause a person to feel ownership and pride and energy and drive; that is up to the individual. The leader’s job is to provide meaningful work in a generative environment. It’s to provide meaningful work that inspires motivated people. Make the environment generative.

People who need daily motivating, daily pep talks, will drain your energy and will distract you from the work of the leader. People who aspire to do great work, people who are inspired by the opportunity to contribute, to make a difference, to work with like-minded colleagues, these are the people who are more likely to bring their best selves to their work.

Let’s consider changing the word “motivated” to “inspired.” Here’s why: if your challenge as the leader is to motivate people, I would argue that you’ve got the wrong people. People who need daily motivating require a cheerleader; your role as the leader is not to lead cheers. Your role is to create an environment where each individual can do great work in service of something bigger than themselves. Creating such an environment requires that you as the leader have and can articulate a compelling vision of the future and a compelling vision of the value of the work that you’re asking your team to do. Creating such an environment requires that you as the leader can articulate the value that each person on the team brings to that team. Creating such an environment requires that you as the leader understand what “value” means to each person on your team, how they define it, how they view it, where they see it, and where they don’t see it. You as the leader need to know, and enable, each person on your team to connect themselves to the value of the work in front of them. That’s inspirational leadership.

Motivated individuals are key to success. You as the leader motivate and inspire individuals from the day they join your team to the day they leave. You motivate and inspire the people on your team by teaching, sharing, empowering, challenging, trusting, holding accountable, rewarding, and developing.

product owners felt more confident, more able to influence, more visible, better organized, and better motivated in the new role

if we establish something as the “best possible way, the motivation for kaizen [continuous incremental improvement] will be gone

The primary focus of any manager should be to energize people, to make sure that they actually want to do all that stuff. And doing all that stuff requires motivation.

Build projects around motivated individuals. Give them the environment and support they need,

One conclusion is becoming more and more evident: The primary focus of any manager should be to energize people, to make sure that they actually want to do all that stuff. And doing all that stuff requires motivation.

real humans do not like being micro-managed and the majority of workers are motivated more by intrinsic factors than extrinsic rewards.

The Product Backlog will not motivate your team. You need to paint the picture of why they should be motivated. You

Learning the personality styles of others will further heighten your awareness of differences to enhance your social agility. When you gain clarity on what is important to others and why they act as they do, you will be better able to engage confidently with their energies and personalities to thrive in most any situation.

Leaders facilitating team responsibilities must link accountability to motivation in order to be highly effective.

Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.

Чтобы оставаться по-настоящему живыми, нужно вместо комфорта выбирать смелость — тогда мы не перестанем развиваться, идти в гору и бросать вызов самим себе.

Persist. Practice. Experiment. Imagine. Do your best work, and all else will follow.

The major conclusion was that this group of firms was pursuing strategies with a long-term perspective on where they wanted to go, but also with the recognition that whatever they were doing today wasn’t going to drive their future growth. Interestingly, they had identified and implemented ways of combining tremendous internal stability while motivating tremendous external agility, particularly in terms of business models.

Components of Emotional Intelligence Personal Competencies Social Competencies Self-Awareness Knowing yourself Self-Regulation Managing your emotions Motivation Motivating yourself Empathy Managing other people’s emotions 2. Social Skills Managing relationships

The strength that is developed in your muscles is underpinned by the other 6 foundations of total fitness: Flexibility Mobility Stability Agility Endurance Nutrition

A holistic approach means giving equal emphasis to each of the following 7 types of fitness: Strength Flexibility Mobility Stability Agility Endurance Nutrition These 7 foundations of total fitness can be considered a pension for your body and future function. The more you put into it, the more you get back!

The 7 foundations of total fitness are strength, mobility, flexibility, stability, agility, endurance and nutrition

Fear frequently serves as a roadblock, not only to critical thinking but also to growth and development. Their lack of confidence, motivation, and agility makes them less able to think creatively and produce ideas and tactics. Fear can arise from many causes, including anxiety, despair, low self-esteem, and other similar personal factors that impact other areas of life.

if our stories are fully aligned, you will never need to worry about me misunderstanding or undermining your efforts. With aligned stories, the founders will be able to involve developers in their prioritization discussions to keep goals realistic and achievable; the tech lead will discover that he doesn’t have all the answers and that team members can work with him to improve the structure and process more effectively; and the product manager will find that she can replace detailed specs with conversations with motivated developers.

Agile HR Manifesto We are uncovering better ways of developing an engaging workplace culture by doing it and helping others do it. Through this work, we have come to value: Collaborative networks over hierarchical structures Transparency over secrecy Adaptability over prescriptiveness Inspiration and engagement over management and retention Intrinsic motivation over extrinsic rewards Ambition over obligation That is, while there is value in the items on the right section of the sentence, we value the items on the left more.

The main motivator for energy vampires is their own emotional immaturity.