Teamwork Positive Quotes

The struggles we endure today will be the ‘good old days’ we laugh about tomorrow.

It's in those quiet little towns, at the edge of the world, that you will find the salt of the earth people who make you feel right at home.

Life's trials will test you, and shape you, but don’t let them change who you are.” ~ Aaron Lauritsen, ‘100 Days Drive

True friends don't come with conditions.

From this point forward, you don’t even know how to quit in life.” ~ Aaron Lauritsen, ‘100 Days Drive

Those who achieve the extraordinary are usually the most ordinary because they have nothing to prove to anybody. Be Humble.

The high road of grace will get you somewhere a whole lot faster then the freeway of spite.

When you fall short of your goals and dreams ask yourself is it your mindset, perspective, expectations, effort, approach, acceptance, company or a blend of these that needs to change.

Be a team player, not a bandwagon jumper.

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

Do all the work you while you still have strength.

God prepared us for the task ahead of time.

May God continue to grant you more grace for your work.

When the world around us changes for the worse, it’s not just the snap of fingers which will bring it back to the earlier position, it will take courage, thinking, team-work & the sacrifices to bring normalcy to the chaos.

We are capable of performing the task.

Starting each day with a positive mindset is the most important step of your journey to discovering opportunity.

A Positive Mental Attitude 2. Definiteness of purpose 3. Going the extra mile 4. Accurate thinking 5. Self-discipline 6. The master mind 7. Applied faith 8. A pleasing personality 9. Personal initiative 10. Enthusiasm 11. Controlled attention 12. Teamwork 13. Learning from defeat 14. Creative vision

A negative mind will never find success. I have never heard a positive idea come from a person in a negative state.

What happens to a team when one or more of its members constantly play out of position? First, morale erodes because the team isn’t playing up to its capability. Then people become resentful.

Ten Principles for Success Strive to be a leader of character, competence, and courage. Lead from the front. Say, “Follow me!” and then lead the way. Stay in top physical shape—physical stamina is the root of mental toughness. Develop your team. If you know your people, are fair in setting realistic goals and expectations, and lead by example, you will develop teamwork. Delegate responsibility to your subordinates and let them do their jobs. You can’t do a good job if you don’t have a chance to use your imagination or your creativity. Anticipate problems and prepare to overcome obstacles. Don’t wait until you get to the top of the ridge and then make up your mind. Remain humble. Don’t worry about who receives the credit. Never let power or authority go to your head. Take a moment of self-reflection. Look at yourself in the mirror every night and ask yourself if you did your best. True satisfaction comes from getting the job done. The key to a successful leader is to earn respect—not because of rank or position, but because you are a leader of character. Hang Tough!—Never, ever, give up.

Curbing negativity is also about owning up to one’s responsibilities, and not passing the buck. It is a usual tendency to look at the source of failure and negativity outside of ourselves typically in the team members we work with. I can say one thing that failure has taught me is to look inward, and even if it is a team member who has failed, try and see the best in them and encourage them out of that failure.

One night, he left Stephen and me in the arcade and rushed off to a – this hurt my feelings – “real” game. That night, he missed a foul shot by two feet and made the mistake of admitting to the other players that his arms were tired from throwing miniature balls at a shortened hoop all afternoon. They laughed and laughed. ‘In the second overtime,’ Joel told me, ‘when the opposing team fouled me with four seconds left and gave me the opportunity to shoot from the line for the game, they looked mighty smug as they took their positions along the key. Oh, Pop-A-Shot guy, I could hear them thinking to their smug selves. He’ll never make a foul shot. He plays baby games. Wa-wa-wa, little Pop-A-Shot baby, would you like a zwieback biscuit? But you know what? I made those shots, and those songs of bitches had to wipe their smug grins off their smug faces and go home thinking that maybe Pop-A-Shot wasn’t such a baby game after all.” I think Pop-A-Shot’s a baby game. That’s why I love it. Unlike the game of basketball itself, Pop-A-Shot has no standard socially redeeming value whatsoever. Pop-A-Shot is not about teamwork or getting along or working together. Pop-A-Shot is not about getting exercise or fresh air. It takes place in fluorescent-lit bowling alleys or darkened bars. It costs money. At the end of a game, one does not swig Gatorade. One sips bourbon or margaritas or munches cupcakes. Unless one is playing the Super Shot version at the ESPN Zone in Times Square, in which case, one orders the greatest appetizer ever invented on this continent – a plate of cheeseburgers.

thirteen key choices that can be made to maximize any person’s talent: 1. Belief lifts your talent. 2. Passion energizes your talent. 3. Initiative activates your talent. 4. Focus directs your talent. 5. Preparation positions your talent. 6. Practice sharpens your talent. 7. Perseverance sustains your talent. 8. Courage tests your talent. 9. Teachability expands your talent. 10. Character protects your talent. 11. Relationships influence your talent. 12. Responsibility strengthens your talent. 13. Teamwork multiplies your talent.

your team is ranked first? congratulations and big deal. maintaining a top position is far easier than starting over from the gutters. kevin is doing that right now. he’s facing entirely new schools and learning to play with his less dominant hand. when he masters it, and he will, he’ll be better than you could ever have made him. do you know why? it’s not just his natural talent. it’s because he’s with us. there are only ten foxes this year. that’s one sub for every position. think about it. last night we played blackenridge. they have twenty-seven people on their roster. they can burn through players as fast as they want because they have a pile of replacements. we don’t have that luxury. we have to hold our ground on our own.” “you didn’t hold your ground, you lost. your school is the laughingstock of the ncaa. you’re a team with no concept of teamwork.” “lucky for you. if we were a unified front, you wouldn’t have a chance against us.” “you cannot last and your unfounded arrogance is offensive to everyone who actually earned a spot in first class. everyone knows the only reason palmetto qualified for this division is because of your coach.” “funny, i’m pretty sure that’s how edgar allan qualified.” - neil & riko

I learned early on in SEAL training the value of teamwork, the need to rely on someone else to help you through the difficult tasks. For those of us who were “tadpoles” hoping to become Navy frogmen, a ten-foot rubber raft was used to teach us this vital lesson. Everywhere we went during the first phase of SEAL training we were required to carry the raft. We placed it on our heads as we ran from the barracks, across the highway, to the chow hall. We carried it in a low-slung position as we ran up and down the Coronado sand dunes. We paddled the boat endlessly from north to south along the coastline and through the pounding surf, seven men, all working together to get the rubber boat to its final destination. But we learned something else on our journey with the raft. Occasionally, one of the boat crew members was sick or injured, unable to give it 100 percent. I often found myself exhausted from the training day, or down with a cold or the flu. On those days, the other members picked up the slack. They paddled harder. They dug deeper. They gave me their rations for extra strength. And when the time came, later in training, I returned the favor. The small rubber boat made us realize that no man could make it through training alone. No SEAL could make it through combat alone and by extension you needed people in your life to help you through the difficult times.

The educational goal of self-esteem seems to habituate young people to work that lacks objective standards and revolves instead around group dynamics. When self-esteem is artificially generated, it becomes more easily manipulable, a product of social technique rather than a secure possession of one’s own based on accomplishments. Psychologists find a positive correlation between repeated praise and “shorter task persistence, more eye-checking with the teacher, and inflected speech such that answers have the intonation of questions.” 36 The more children are praised, the more they have a stake in maintaining the resulting image they have of themselves; children who are praised for being smart choose the easier alternative when given a new task. 37 They become risk-averse and dependent on others. The credential loving of college students is a natural response to such an education, and prepares them well for the absence of objective standards in the job markets they will enter; the validity of your self-assessment is known to you by the fact it has been dispensed by gatekeeping institutions. Prestigious fellowships, internships, and degrees become the standard of self-esteem. This is hardly an education for independence, intellectual adventurousness, or strong character. “If you don’t vent the drain pipe like this, sewage gases will seep up through the water in the toilet, and the house will stink of shit.” In the trades, a master offers his apprentice good reasons for acting in one way rather than another, the better to realize ends the goodness of which is readily apparent. The master has no need for a psychology of persuasion that will make the apprentice compliant to whatever purposes the master might dream up; those purposes are given and determinate. He does the same work as the apprentice, only better. He is able to explain what he does to the apprentice, because there are rational principles that govern it. Or he may explain little, and the learning proceeds by example and imitation. For the apprentice there is a progressive revelation of the reasonableness of the master’s actions. He may not know why things have to be done a certain way at first, and have to take it on faith, but the rationale becomes apparent as he gains experience. Teamwork doesn’t have this progressive character. It depends on group dynamics, which are inherently unstable and subject to manipulation. On a crew,

Never treat your launch team like a core group. It’s not. Your launch team is a time-limited, purpose-driven team. It ends with the debriefing session following your launch. At that meeting, release the launch team members to join a ministry team of their choice. Your launch team will not stay with you over the long haul. Many church planters make the mistake of thinking that the people from their launch team (whom they have grown to love) will be the same people who will grow the church with them in the long term. That is seldom, if ever, the case. While it’s sad to see people go, it’s part of God’s process in growing your church. So, expect it, be prepared for it, and be thankful that you have the opportunity to serve with so many different people at different points along the journey. Preparing a launch team to maximize your first service is first and foremost a spiritual enterprise. Pray and fast—a lot. Don’t be fooled into thinking that being a solid leader undermines the spirit of teamwork. You can lead a team, hold people accountable and ensure that things get done in a way that fosters teamwork and gives glory to God. So get ready. show people your heart before you ask for their hand. People want to know that you care, and they want to be part of something bigger than themselves. If you can articulate your vision in a way that excites people, they’ll want to be on your team. The launch team is not a democracy. Don’t vote. You are the leader. Lead. While it’s true that you want to share the gospel with as many people as possible, you will need to develop a clear picture of the specific demographic your new church is targeting in order to effectively reach the greatest number of people. Diffused light has little impact, but focused light has the ability to cut through steel. Take time to focus so that you are able to reach the specific people God has called you to. 1. Who Are the Key Population Groups Living in My Area? 2. What Population Group Is Not Being Reached Effectively? 3. What Population Group Do I Best Relate To? Healthy organisms grow, and that includes your church. If you feel stagnation setting in, your job is not to push growth any way you can but to identify the barriers that are hindering you and remove them. The only people who like full rooms are preachers and worship leaders. If you ignore this barrier, your church will stop growing. Early on, it’s best to remain flexible. The last thing you want to do is get in a position in which God can’t grow you because you aren’t logistically prepared. What if twice as many people showed up this Sunday? Would you be ready? When a lead pastor isn’t growing: The church stops growing, the sermons are stale, The staff and volunteers stop growing, The passion for ministry wanes. Keeping your church outwardly focused is just as important now as it was during your prelaunch stage. Make sure that you are continually working to expand God’s kingdom, not building your own. A healthy launch is the single greatest indicator of future church health.

Habit 1: Be proactive. Take responsibility, and don’t wait for problems to happen before taking action. Habit 2: Begin with the end in mind. Envision your future so you can create a plan and work toward your goal. Habit 3: Put first things first. Prioritize the things that are important (have long-term impacts) but not urgent. Habit 4: Think win/win. Strive for mutually beneficial solutions. Habit 5: Seek first to understand, then to be understood. Listen empathetically to promote positive problem solving. Habit 6: Synergize. Teamwork will allow you to achieve goals you couldn’t have achieved alone. Habit 7: Sharpen the saw. Foster good habits by balancing your resources, energy, and health to achieve a sustainable lifestyle.

Let him alone,” said he. “He gets enough of prominent positions. If he wants to sit on the fence and kick his heels a while, let him. He’s certainly earned the right to do as he pleases to-night. By George!—talk about magnificent team-work! If ever I saw a sacrifice play I saw it to-night.” Sewall shook his head. “You may have seen team-work,” said he, “though Mr. Blake was the most of the team. But there was no sacrifice play on my part. It was simply a matter of passing the ball to the man who could run. I should have been down in four yards—if I ever got away at all.

I’m Jay Powers, the circulating nurse”; “I’m Zhi Xiong, the anesthesiologist”—that sort of thing. It felt kind of hokey to me, and I wondered how much difference this step could really make. But it turned out to have been carefully devised. There have been psychology studies in various fields backing up what should have been self-evident—people who don’t know one another’s names don’t work together nearly as well as those who do. And Brian Sexton, the Johns Hopkins psychologist, had done studies showing the same in operating rooms. In one, he and his research team buttonholed surgical staff members outside their operating rooms and asked them two questions: how would they rate the level of communications during the operation they had just finished and what were the names of the other staff members on the team? The researchers learned that about half the time the staff did not know one another’s names. When they did, however, the communications ratings jumped significantly. The investigators at Johns Hopkins and elsewhere had also observed that when nurses were given a chance to say their names and mention concerns at the beginning of a case, they were more likely to note problems and offer solutions. The researchers called it an “activation phenomenon.” Giving people a chance to say something at the start seemed to activate their sense of participation and responsibility and their willingness to speak up. These were limited studies and hardly definitive. But the initial results were enticing. Nothing had ever been shown to improve the ability of surgeons to broadly reduce harm to patients aside from experience and specialized training. Yet here, in three separate cities, teams had tried out these unusual checklists, and each had found a positive effect. At Johns Hopkins, researchers specifically measured their checklist’s effect on teamwork. Eleven surgeons had agreed to try it in their cases—seven general surgeons, two plastic surgeons, and two neurosurgeons. After three months, the number of team members in their operations reporting that they “functioned as a well-coordinated team” leapt from 68 percent to 92 percent. At the Kaiser hospitals in Southern California, researchers had tested their checklist for six months in thirty-five hundred operations. During that time, they found that their staff’s average rating of the teamwork climate improved from “good” to “outstanding.” Employee satisfaction rose 19 percent. The rate of OR nurse turnover—the proportion leaving their jobs each year—dropped from 23 percent to 7 percent. And the checklist appeared to have caught numerous near errors. In

By following the teamwork of the bees, let us work at our assigned positions and never give up on them in times of difficulty; until the desired results are achieved.

Mental File Cabinet Starter Set: Why do you want to be a firefighter? ☐ What have you done to prepare? ☐ Conflict Resolution Customer Service x2 Diversity Best and Worst Trait Leadership Mental wellness Physical wellness Problem Solving City Specific Time Management Future Goals Education Teamwork Hardship Positive Attitude Work Ethic Support System Honesty Integrity Trust

The heady dreams and promises of youth in postindustrial America have shattered. The mantra, preached by the coach, of hard work, teamwork, a positive attitude, success, and the mythical values of America has been exposed as a fraud. The coach’s heroes—Senator Joe McCarthy and the right-wing demagogue Father Charles Coughlin—are discredited relics of anticommunism. The world has not turned out to be the one painted for the young men in the coach’s locker room in 1952.

Dr. Mayo echoed precisely that point, saying: “It means delegating, entrusting, giving up a degree of ownership and control—it’s tough to do, you have to work on your own ego—it’s not ‘my event’ anymore.” Her mentors advised the flattening of the organization and sharing of responsibilities, she recalls, “so as to improve teamwork and motivation.” She noted that “There are now five people ready to take my position—there are shared decisions and attention. That is because we let others feel they could make a decision.” This is good because Dr. Mayo said she is in “a process of detachment” and now is “looking for ways to make it [CASP] truly self-sustainable financially.

Lead like Beyoncé, hustle like Dwayne Johnson, and slay like Rihanna. You’re the CEO of your life, the rockstar of your own show, and the trendsetter of your destiny. So, put on your crown, channel your inner boss, babe, and strut your stuff like the fierce and fabulous leader you were born to be. Life’s too short for mediocrity, darling. Embrace your power, command your domain, and let your light shine bright like a diamond in a world full of mere pebbles. You’ve got this!

ead like Beyoncé, hustle like Dwayne Johnson, and slay like Rihanna. You’re the CEO of your life, the rockstar of your own show, and the trendsetter of your destiny. So, put on your crown, channel your inner boss babe, and strut your stuff like the fierce and fabulous leader you were born to be. Life’s too short for mediocrity, darling. Embrace your power, command your domain, and let your light shine bright like a diamond in a world full of mere pebbles. You’ve got this!

The job interview is perhaps the most obvious example of this sort of unpaid emotional labour: here the candidate must appear sufficiently confident and enthusiastic to satisfy a selection panel assessing "presentation" and "personality", as if these were objective scientific criteria. So the interview, regardless of the job, becomes a kind of talent show audition hinging on generic questions about change, teamwork etc. (the equivalents of the standard repertoire of X Factor ballads), while the interviewee must project an all-purpose positivity by extemporising around this script without revealing its artificiality. The candidate must project the right image and hit the right notes, and must put his 'heart and soul' into every performance, even for the most dreary role.

A milestone moment in the career of a AG Warrior is when you can not only say but truly believe it doesn't matter who gets the credit if the team wins and you leave organizations healthier than you arrived no matter how small the positive might appear. Let that marinate and if you've already arrived at that special place in the cradle of the best supporting the rest let me hear from you. Train your best to overcome any test.

In the legend of Camelot, King Arthur gave consideration as to how his knights might be positioned spatially to impart a message of power and status. He decided they would have their meetings at a round table, which meant that they were all considered equal and there was no “head of the table.” He built a league based on equality and mutual respect to unify and fortify the power of teamwork.

What does a solid, comfortable, impressive handshake look and feel like? To deliver a great handshake . . . • Extend your right hand out vertically at a comfortable waist level toward the person you are meeting. • Connect hands with web to web contact made between the thumb and index finger. • Be intentional and appropriate by showing mutual respect and teamwork. • Gently squeeze firmly enough to be confident, yet lightly enough to be gracious. Shake a few times for good measure. • Discreetly rotate your wrist so that your hand is slightly on top of theirs when you want to subconsciously convey self-assurance. • Make eye contact and smile to show sincerity. Throw in an acknowledging head nod for good measure. Avoiding eye contact may be interpreted that you are not attentive or have something to hide. • Introduce yourself and when they share their name, repeat it back to them to help you remember it. “It is nice to meet you John.” • When in doubt, mirror their handshake to adapt to what makes them feel comfortable. Customize accordingly to the gender, age, position, personality, and culture of the person you are meeting.

Welcome" is a word to use often! Leaders who maintain an open-door policy inspire trust, teamwork, and healthier communication. They are more likely to earn respect, gain buy-in, and foster collaboration.

There is enough work for everybody.

Always work enthusiastically.

It takes good effort to begin and a great effort to complete a task.

The different kinds of work require different people to perform the task. You must fulfil your specific task.

I will work while I can.

We are in the world to complement each other.

If I had to add anything, it would be that team leadership may be the most challenging of all leadership roles. In this arena, the team leader must lay aside his or her mantle of positional leader and take on the role of a servant leader, serving the task of the team as well as the individual members.

The key to searching for the truth is to hold passionately to your beliefs while simultaneously not feeling entrenched in your position, to be able to let go of the need to defend it in order to save face. It’s almost a Buddhist thing, where you’re not necessarily free of ego and concerns about status, but you’re able to sit with them and maintain some objective separation. It’s about letting ideas win, not people. It’s about finding what’s right, not being right. There

…Our overriding objective is excellence, or more precisely, constant improvement - A superb, constantly improving company in all respects. Conflict in the pursuit of excellence is a terrific thing. There should be no hierarchy based on age or seniority: Power should lie in the reasoning, not the position of the individual. The best ideas win, no matter who they come from. Criticism is an essential ingredient in the improvement process, yet, if handled incorrectly, can be destructive. It should be handled objectively. There should be no hierarchy in the giving or receiving of criticism. Teamwork and spirit are essential, including intolerance of substandard performance. This is referring to two things: First, one’s recognition of the responsibilities one has to help the team achieve it’s common goal, and second, the willingness to help others work within a group toward these common goals. Our fates are intertwined. One should know that others can be relied on to help. As a corollary, substandard performance cannot be tolerated anywhere, because it would hurt everyone. …Long-term relationships are both intrinsically gratifying and efficient, and should be intentionally built.

Good leaders nurture leadership in others and unleash performance at increasingly higher levels by identifying and focusing on a carefully-chosen set of core values. These values define the actions of leaders as well as their organizations. These organizations benefit from the collective brainpower of all its members instead of the brainpower of a few anointed leaders. My chosen set of leadership values are: integrity, empowerment, teamwork, customer service, continuous learning, and positive reinforcement.

In weak culture managers only win, in strong culture teams win.

The key to searching for the truth is to hold passionately to your beliefs while simultaneously not feeling entrenched in your position, to be able to let go of the need to defend it in order to save face.

If they say, it can’t be done, Ask, ‘Why not?’ It can be done. It will be done!

regression line will have larger standard deviations and, hence, larger standard errors. The computer calculates the slope, intercept, standard error of the slope, and the level at which the slope is statistically significant. Key Point The significance of the slope tests the relationship. Consider the following example. A management analyst with the Department of Defense wishes to evaluate the impact of teamwork on the productivity of naval shipyard repair facilities. Although all shipyards are required to use teamwork management strategies, these strategies are assumed to vary in practice. Coincidentally, a recently implemented employee survey asked about the perceived use and effectiveness of teamwork. These items have been aggregated into a single index variable that measures teamwork. Employees were also asked questions about perceived performance, as measured by productivity, customer orientation, planning and scheduling, and employee motivation. These items were combined into an index measure of work productivity. Both index measures are continuous variables. The analyst wants to know whether a relationship exists between perceived productivity and teamwork. Table 14.1 shows the computer output obtained from a simple regression. The slope, b, is 0.223; the slope coefficient of teamwork is positive; and the slope is significant at the 1 percent level. Thus, perceptions of teamwork are positively associated with productivity. The t-test statistic, 5.053, is calculated as 0.223/0.044 (rounding errors explain the difference from the printed value of t). Other statistics shown in Table 14.1 are discussed below. The appropriate notation for this relationship is shown below. Either the t-test statistic or the standard error should be shown in parentheses, directly below the regression coefficient; analysts should state which statistic is shown. Here, we show the t-test statistic:3 The level of significance of the regression coefficient is indicated with asterisks, which conforms to the p-value legend that should also be shown. Typically, two asterisks are used to indicate a 1 percent level of significance, one asterisk for a 5 percent level of significance, and no asterisk for coefficients that are insignificant.4 Table 14.1 Simple Regression Output Note: SEE = standard error of the estimate; SE = standard error; Sig. = significance.

Table 14.1 also shows R-square (R2), which is called the coefficient of determination. R-square is of great interest: its value is interpreted as the percentage of variation in the dependent variable that is explained by the independent variable. R-square varies from zero to one, and is called a goodness-of-fit measure.5 In our example, teamwork explains only 7.4 percent of the variation in productivity. Although teamwork is significantly associated with productivity, it is quite likely that other factors also affect it. It is conceivable that other factors might be more strongly associated with productivity and that, when controlled for other factors, teamwork is no longer significant. Typically, values of R2 below 0.20 are considered to indicate weak relationships, those between 0.20 and 0.40 indicate moderate relationships, and those above 0.40 indicate strong relationships. Values of R2 above 0.65 are considered to indicate very strong relationships. R is called the multiple correlation coefficient and is always 0 ≤ R ≤ 1. To summarize up to this point, simple regression provides three critically important pieces of information about bivariate relationships involving two continuous variables: (1) the level of significance at which two variables are associated, if at all (t-statistic), (2) whether the relationship between the two variables is positive or negative (b), and (3) the strength of the relationship (R2). Key Point R-square is a measure of the strength of the relationship. Its value goes from 0 to 1. The primary purpose of regression analysis is hypothesis testing, not prediction. In our example, the regression model is used to test the hypothesis that teamwork is related to productivity. However, if the analyst wants to predict the variable “productivity,” the regression output also shows the SEE, or the standard error of the estimate (see Table 14.1). This is a measure of the spread of y values around the regression line as calculated for the mean value of the independent variable, only, and assuming a large sample. The standard error of the estimate has an interpretation in terms of the normal curve, that is, 68 percent of y values lie within one standard error from the calculated value of y, as calculated for the mean value of x using the preceding regression model. Thus, if the mean index value of the variable “teamwork” is 5.0, then the calculated (or predicted) value of “productivity” is [4.026 + 0.223*5 =] 5.141. Because SEE = 0.825, it follows that 68 percent of productivity values will lie 60.825 from 5.141 when “teamwork” = 5. Predictions of y for other values of x have larger standard errors.6 Assumptions and Notation There are three simple regression assumptions. First, simple regression assumes that the relationship between two variables is linear. The linearity of bivariate relationships is easily determined through visual inspection, as shown in Figure 14.2. In fact, all analysis of relationships involving continuous variables should begin with a scatterplot. When variable

Each of us must make it our priority and personal responsibility to stay in harmony with our fellowman. Harmony is not just about creating a pleasant environment; it produces synergy. The best way to explain synergy is to say that a hand is much more effective than five fingers working independently. I tested this theory one day using dumbbells. I wanted to determine the maximum number of pounds each of my fingers could lift independently. Two pounds was the limit. I then tested my capability with my fingers working together. I rationalized that five fingers times two pounds each should yield a maximum of ten pounds. Not so. I lifted thirty-five pounds!

Winning is the by-product of great effort, leadership, coaching, teamwork, and positive energy.

Even in organizations that, on the whole, are toxic to teams, exceptional teams can still be found. There is consistent evidence that adversity sometimes creates an esprit de corps within the team that is difficult to summon in times of prosperity. In such situations the team must pragmatically evaluate the situation and develop adaptive strategies to the furthest extent possible. The more challenging task will be to maintain a positive attitude and sense of humor about things they cannot change and yet not become cynical.

When all is said and done, when it comes to organizational barriers, teams and team leaders must learn to cope—to change what can be changed and do the best they can in those situations that can't be changed. Realistic expectations, positive attitudes, and creativity at the team level can ameliorate the effects of significant organizational barriers to high performance teamwork. There are plenty of examples of the highest levels of team performance occurring in tough organizational environments.

to be recognized or leave.” Here’s what I wish I could tell my younger, impatient self: Advancement and influence in any industry do not in general keep pace with an industry’s most famous outliers. At least in a meritocracy, such as JPL, if you do good work and really focus on mastery and excellence, good things happen, for the institution and for you. That is not to say that “the institution” is a benevolent, all-knowing, and all-rewarding entity, but any institution desperately needs good people. There is a vacuum at the top. Their desire for good people and talent is insatiable. If you do good work that is valuable to the institution, you will inevitably be vacuumed upward. What’s more, true authority comes not from a title or position but because your words are well thought out, or at least strive to be. Nothing puts more weight into your opinion than that it is well considered, well articulated, and coming from

Stephen Covey’s Seven Habits of Highly Effective People so you can more effectively implement his Seven Habits in your everyday life. First, be clear about what it is you’re trying to remember. Here are the Seven Habits, with brief descriptions in case you’re unfamiliar with the book: Habit 1: Be proactive. Take responsibility, and don’t wait for problems to happen before taking action. Habit 2: Begin with the end in mind. Envision your future so you can create a plan and work toward your goal. Habit 3: Put first things first. Prioritize the things that are important (have long-term impacts) but not urgent. Habit 4: Think win/win. Strive for mutually beneficial solutions. Habit 5: Seek first to understand, then to be understood. Listen empathetically to promote positive problem solving. Habit 6: Synergize. Teamwork will allow you to achieve goals you couldn’t have achieved alone. Habit 7: Sharpen the saw. Foster good habits by balancing your resources, energy, and health to achieve a sustainable lifestyle.

I was told if I played my position, I would win. I took that advice seriously and made my position about putting others in positions so that we all could win.

Lauren Burklow, an account manager at Brown & Brown, exemplifies dedication and positivity in her work. Her leadership, adaptability, and communication skills enhance team collaboration and goal achievement. Rooted in athletics, she embodies discipline and teamwork, while her commitment to community service reflects her desire to make a difference in the lives of others.

Leadership is often described as the art of “inspiring,” “motivating,” or “empowering” others. Leaders are labelled “visionaries,” “catalysts,” and “change agents.” Although these words carry a positive connotation, the fundamental purpose remains the same—to influence the actions and mindset of others. “When we try to influence someone, we attempt to affect or change their behaviour, thoughts, or development. Thus, one could argue that leadership is about controlling people but without apparent exertion of force or direct exercise of command.

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