Positive Turnaround Quotes

If you surround yourself with good and positive people, good and positive things will happen.

Given that background, I was interested in what Steve Jobs might say about the future of Apple. His survival strategy for Apple, for all its skill and drama, was not going to propel Apple into the future. At that moment in time, Apple had less than 4 percent of the personal computer market. The de facto standard was Windows-Intel and there seemed to be no way for Apple to do more than just hang on to a tiny niche. In the summer of 1998, I got an opportunity to talk with Jobs again. I said, “Steve, this turnaround at Apple has been impressive. But everything we know about the PC business says that Apple cannot really push beyond a small niche position. The network effects are just too strong to upset the Wintel standard. So what are you trying to do in the longer term? What is the strategy?” He did not attack my argument. He didn’t agree with it, either. He just smiled and said, “I am going to wait for the next big thing.

The Greek term epistrophe is the second aspect of biblical repentance. It describes a complete turnaround and has both negative and positive aspects: we turn away from something negative and toward something positive.

If there is one thing I’ve learned in all my years of coaching it’s that you need to know your competition, and once you know them you can exploit their weakness. Negativity has a weakness. Let’s find a way to exploit and conquer it, and we’ll be well on our way to a successful turnaround.

They taught everything from a positive perspective. That is, they’d stress what they wanted us to do, not what they didn’t want us to do.

A person will tend to perform up to (or down to) his or her self-image and the person with a confident, positive self-image will outperform the person with an insecure, negative self-image in pretty much every area of life. That is why confidence plays such a vital role in the type of life you live.

Let’s assume that people respond to stress.” “Is that true?” “Well, not just negative stress, but also positive stress like interest, or ambition. If they’re under too little stress, they don’t care, so it’s very hard to motivate them to do something. But if they’re under too much stress, they panic. They freeze, or they get angry and do completely irrational things.

You can dwell on a positive moment in your past just as easily as you can dwell on a negative moment. Like everything else, the choice is yours.

Having a positive self-image means being secure enough in yourself to know you can make a mistake and still be successful.

Innovation is the lifeblood of any successful tech business. To achieve an extreme turnaround, you must be willing to embrace innovation and take risks. This could involve exploring new technologies, investing in research and development, or partnering with startups. By staying ahead of the curve and anticipating market trends, you can position your company for long-term success.

1. The coercive style. This “Do what I say” approach can be very effective in a turnaround situation, a natural disaster, or when working with problem employees. But in most situations, coercive leadership inhibits the organization’s flexibility and dampens employees’ motivation. 2. The authoritative style. An authoritative leader takes a “Come with me” approach: she states the overall goal but gives people the freedom to choose their own means of achieving it. This style works especially well when a business is adrift. It is less effective when the leader is working with a team of experts who are more experienced than he is. 3. The affiliative style. The hallmark of the affiliative leader is a “People come first” attitude. This style is particularly useful for building team harmony or increasing morale. But its exclusive focus on praise can allow poor performance to go uncorrected. Also, affiliative leaders rarely offer advice, which often leaves employees in a quandary. 4. The democratic style. This style’s impact on organizational climate is not as high as you might imagine. By giving workers a voice in decisions, democratic leaders build organizational flexibility and responsibility and help generate fresh ideas. But sometimes the price is endless meetings and confused employees who feel leaderless. 5. The pacesetting style. A leader who sets high performance standards and exemplifies them himself has a very positive impact on employees who are self-motivated and highly competent. But other employees tend to feel overwhelmed by such a leader’s demands for excellence—and to resent his tendency to take over a situation. 6. The coaching style. This style focuses more on personal development than on immediate work-related tasks. It works well when employees are already aware of their weaknesses and want to improve, but not when they are resistant to changing their ways.