The biggest business minds have vast knowledge concerning recruitment, employee motivation, and other vital business aspects.
In this blog post, we gathered and explained some of their best quotes.
They are to help inspire you and your employees to be your best selves.
1. Lessons From Crisis: Growth in the Hardest Times
“Bad companies are destroyed by crisis, good companies survive them, great companies are improved by them.”
– Andrew Grove, former CEO of Intel
Every HR professional has seen how organizations react when the pressure is on. Grove’s words remind us that true culture and leadership show their value not during the easy days, but when things go wrong.
The best teams don’t just hold the line; they come out of a crisis stronger and wiser. Great leaders don’t waste a good crisis—they use it to learn, adapt, and inspire their people to new heights.
2. Company Culture: The Real Competitive Edge
“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.”
– Tony Hsieh, former CEO of Zappos“To be competitive, you need to have a culture that people want to come into and stay a part of.”
– Jim Fitterling, CEO of Dow Inc.
What makes people want to stay? What keeps teams resilient through ups and downs? Culture isn’t just about ping-pong tables or slogans on the wall.
It’s about how people treat each other, how leaders act, and how much employees feel included and respected. The best HR teams know that customer happiness begins with employee satisfaction.
3. Hiring for Potential, Not Just Skills
“Hire character. Train skill.”
– Peter Schutz, former CEO of Porsche“The secret to a successful hire is this: look for the people who want to change the world.”
– Marc Benioff, CEO of Salesforce
Recruitment is more than ticking off skills on a checklist. True HR visionaries know that you can teach almost any technical ability, but character, curiosity, and passion are rare.
Benioff’s approach is to search for people who have ambition beyond themselves—those who want to make a real impact. These are the hires who lift your company far above the average.
4. Leadership That Lasts Beyond Your Presence
“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.”
– Sheryl Sandberg, COO of Facebook“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”
– Sam Walton, Founder of Walmart
Great leadership is measured not just by results, but by the legacy you leave. Sandberg’s quote sums up the difference between a boss and a true leader: leaders empower people to do their best work, even when no one is watching.
Walton’s wisdom shows that building confidence isn’t just kind—it’s smart business.
5. Teamwork: When Many Minds Become One
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“Talent wins games, but teamwork and intelligence win championships.”
– Michael Jordan, Athlete & Entrepreneur“If you’re playing a solo game, you’ll always lose out to a team.”
– Reid Hoffman, Co-founder of LinkedIn
Every superstar needs a team behind them. Jordan’s experience—on and off the court—shows that talent alone doesn’t build a legacy.
Companies that encourage collaboration, celebrate different strengths, and keep communication open win in the long run. Teamwork isn’t just about cooperation; it’s about multiplying everyone’s abilities.
6. The Heart of Engagement: People, Not Processes
“Employees engage with employers and brands when they’re treated as humans.”
– Meghan Biro, CEO of Talent Culture“Treat employees like they make a difference, and they will.”
– Jim Goodnight, Co-founder of SAS Institute“A person who feels appreciated will always do more than what is expected.”
– Unknown
Forget the suggestion boxes and motivational posters—real engagement happens when people are respected, listened to, and given meaningful work.
The best HR leaders create spaces where employees feel like individuals, not numbers. Recognition, feedback, and authentic appreciation drive performance more than any policy.
7. Growth and Development: Invest in Your People
“Train people well enough so they can leave. Treat them well enough so they don’t have to.”
– Sir Richard Branson, Founder of Virgin Group“You don’t build business, you build people, then people build business.”
– Zig Ziglar, Author & Speaker“Development can help great people be even better—but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.”
– Paul Russell
Organizations that invest in people development are building the future. Branson’s approach is generous but smart: give your team the skills to grow, but build such a good environment that they won’t want to leave.
Ziglar flips the script—put your energy into people, and the business success will follow.
8. Motivation: The Real Fuel of Performance
“If you want creative workers, give them enough time to play.”
– John Cleese, Actor & Writer“True motivation comes from achievement, personal development, job satisfaction, and recognition.”
– Frederick Herzberg, Psychologist“Allow people to be themselves. People want to be great, great companies let them be great.”
– Arte Nathan, former HR chief, Wynn Resorts
Motivation isn’t just about salary, perks, or even career ladders. The most successful teams are those where people feel trusted, recognized, and free to experiment.
Cleese’s quote is a playful reminder: a little breathing room brings out the best ideas.
9. Navigating Change and Crisis: Strength in Unity
“We’re all in this together. And we can only succeed together.”
– Tedros Adhanom Ghebreyesus, WHO Director-General“As our community focuses on public health needs during the COVID-19 outbreak, it’s important that we also rally together to address the unmet economic needs developing around us.”
– Brad Smith, President of Microsoft
From public health emergencies to economic disruptions, modern HR leaders know that the way through crisis is collective action.
It’s not about waiting for instructions from the top—it’s about every person, every department, every company working together, with empathy and resolve.
10. The Ongoing Journey: Building Companies That Last
“The greatest asset of a company is its people.”
– Jorge Paulo Lemann, Co-founder, 3G Capital“Being a great place to work is the difference between being a good company and a great company.”
– Brian Kristofek, CEO of Upshot2“Make sure everybody in the company has great opportunities, has a meaningful impact, and is contributing to the good of society.”
– Larry Page, Co-founder of Google
At the end of the day, the best HR advice is simple: focus on people. Build environments where everyone matters, where everyone can grow, and where every voice is valued. The rest will follow.
11. Recruitment as Reputation: The Seeds You Sow
“You’re not just recruiting employees, but are sowing the seeds of your reputation.”
– Unknown“Time spent on hiring is time well spent.”
– Robert Half, Co-founder of Robert Half International
Your hiring process doesn’t just fill seats—it signals your values to the world. Every candidate, whether hired or not, leaves with an impression of your brand.
When you take time to hire thoughtfully, as Robert Half insists, you’re building both a stronger company and a better reputation.
Great hires don’t just join the team; they become ambassadors, showing future candidates what your standards really mean.
12. The Power of Purpose-Driven Employees
“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.”
– Simon Sinek, Author“The person passionate about what he or she is doing will outwork and outlast the guy motivated solely by making money.”
– Reid Hoffman, Co-founder of LinkedIn
True engagement comes from alignment of values and purpose, not just a paycheck. Sinek’s wisdom: seek out those whose beliefs match your mission, and they’ll give you everything.
Hoffman agrees: passion endures, while mere compliance fades.
13. Leadership by Example and Empathy
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“Before you become a leader, success is all about growing yourself. After you become a leader, success is about growing others.”
– Jack Welch, Former CEO of General Electric
The greatest leaders set the tone by their actions and their ability to listen. Welch frames leadership as the transition from personal achievement to enabling others’ growth.
Roosevelt’s famous advice reminds us that leadership isn’t just about strategy—it’s about empathy, emotional intelligence, and trust.
14. Inclusion, Diversity, and the Best Ideas
“Good leadership requires you to surround yourself with people of diverse perspectives who can disagree with you without fear of retaliation.”
– Doris Kearns Goodwin, Historian“A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms.”
– Ed Catmull, President of Walt Disney Animation Studios
Real innovation thrives in environments where people aren’t afraid to speak up or challenge the status quo.
Goodwin and Catmull both argue that leaders who encourage honest disagreement and diversity of thought end up with stronger teams and more creative solutions.
15. Employee Engagement: It’s All About Feeling Seen
“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness.”
– Kathryn Minshew, Co-founder of The Muse“A person who feels appreciated will always do more than what is expected.”
– Unknown
Managers who genuinely try to see the world through their employees’ eyes get better results, higher morale, and less turnover.
Appreciation isn’t just a nicety—it’s a strategy for unlocking discretionary effort and making people want to go the extra mile.
16. Building a Reputation That Lasts
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
– Warren Buffett, CEO of Berkshire Hathaway“A good reputation for yourself and your company is an invaluable asset not reflected in the balance sheets.”
– Li Ka-Shing, Chairman of CK Hutchison
Trust and reputation are slow to earn and easy to lose. These words are a caution for every hiring manager, leader, and entrepreneur: treat people well, stay transparent, and think long term. The world—and your future employees—are always watching.
17. When Motivation Becomes Innovation
“If you want something to happen, you have to make people able and you have to make them want to.”
– Dr. Steve Kerr, former CLO of General Electric & Goldman Sachs“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”
– Simon Sinek
Motivation that comes from within—driven by recognition, autonomy, and opportunity—produces the best work and the boldest ideas.
Sinek’s contrast is simple but profound: pay alone can buy hours, but belief and belonging buy hearts and minds.
18. Teamwork, Diversity, and Success
“It’s easier to win if you have people seeing things from different perspectives.”
– Jack Ma, Co-founder of Alibaba“Success is best when it’s shared.”
– Howard Schultz, Former CEO of Starbucks
When you build teams that reflect the world—across cultures, backgrounds, and viewpoints—your business becomes more adaptable and innovative.
Ma and Schultz both point out that real victories in business aren’t about solo wins, but about shared success and collective momentum.
19. Adaptability and Learning: The Only Constant
“Lots of companies don’t succeed over time. What do they fundamentally do wrong? They usually miss the future.”
– Larry Page, Co-founder of Google“The biggest risk is not taking any risk. In a world that is changing quickly, the only strategy that is guaranteed to fail is not taking risks.”
– Mark Zuckerberg, Co-founder of Facebook
Innovation means embracing change, staying curious, and being willing to experiment. Those who are slow to adapt get left behind—so foster a culture where learning is constant and risk is embraced, not feared.
20. HR as the Heartbeat of Your Company
“Human resources isn’t a thing we do. It’s the thing that runs our business.”
– Steve Wynn, Founder of Wynn Resorts“The greatest asset of a company is its people.”
– Jorge Paulo Lemann, Co-founder of 3G Capital
HR is much more than policies and paychecks—it’s about shaping the culture, supporting growth, driving innovation, and building the community that is your company.
As you lead, hire, or simply show up to work, remember that the heartbeat of every business is human.
21. Empowerment and Autonomy: Trust Breeds Excellence
“I’m a large believer in hiring the right people and giving them unbelievable amounts of power and autonomy.”
– Blake Mycoskie, Founder of TOMS Shoes
When you hire great talent, the next step is simple: get out of their way. Micromanagement stifles creativity and drains motivation.
Mycoskie and Jobs both built their companies by trusting their teams to innovate, take risks, and own their results.
22. Reward and Recognition: The Little Things Matter
“The simple act of paying positive attention to people has a great deal to do with productivity.”
– Tom Peters, Author“Reward the behavior you want your people to demonstrate.”
– Sanjeev Himachali, HR Consultant
Never underestimate the impact of a genuine thank you, a shout-out, or a small reward. Leaders who notice and celebrate effort get more of it. People need to know what you value—then they’ll deliver it, and more.
23. Listening as the Core of Communication
“Every good conversation starts with listening.”
– Tom Haak, HR Expert“Good employees make mistakes and good leaders allow them to.”
– John Wooden, Former Head Coach, UCLA
Teams thrive when managers listen deeply to feedback, new ideas, and concerns.
And when mistakes inevitably happen, a supportive leader can turn them into valuable learning moments. Listening is the foundation of both communication and growth.
24. Building Teams That Think—and Care—Together
“A successful team beats with one heart.”
– Michael Gokturk, CEO of Payfirma“No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team.”
– Reid Hoffman, Co-founder of LinkedIn
Great teams are united by purpose, rhythm, and mutual respect. They win together and learn together, always striving for more than any one person could do alone.
25. Feedback: The Secret Weapon for Growth
“Our secret weapon for building the best culture is open and honest feedback.”
– Gina Lou, HR Executive, HelloOffice“Constantly seek criticism. A well-thought-out critique of whatever you are doing is as valuable as gold.”
– Elon Musk, CEO of Tesla
Open feedback—both positive and negative—is how great companies and great employees get better, faster. Musk and Lou both stress: don’t avoid critique, seek it out. That’s how you unlock true potential and innovation.
26. Purpose and Meaning: Why We Work
“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work.”
– Steve Jobs“If you are lucky enough to be someone’s employer, then you have a moral obligation to make sure people do look forward to coming to work in the morning.”
– John Mackey, Co-CEO, Whole Foods Market
The deepest motivation comes from finding meaning in our work. Jobs and Mackey both insist: it’s not enough to pay well—you must create an environment where people find purpose, pride, and fulfillment.
27. Employee Experience Drives Customer Experience
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
– Sir Richard Branson“Everyone talks about building a relationship with your customers. I think you build one with your employees first.”
– Angela Ahrendts, Senior VP, Apple
Happy employees make happy customers. The most innovative companies know that investing in employee well-being pays off through loyalty, productivity, and exceptional service.
28. Diversity, Equity, and Inclusion
“We recognize that our success as a company and as an industry relies on developing, creating, and growing an inclusive culture and diverse workforce.”
– Juan Ricardo Archer, CEO of Archer Daniels Midland“To be competitive, you need to have a culture that people want to come into and stay a part of.”
– Jim Fitterling
A workplace that values diversity is more creative, resilient, and better able to serve its customers. Equity and inclusion are not trends—they’re prerequisites for success in the modern world.
29. Adaptability: Learning and Unlearning
Adaptability is the future. It’s not just about learning new tech, but about how we humanize it to stay relevant. What’s the one skill you think we all need to master? #Resilience #Adaptability #HumanizeTech #SkillDevelopment #FutureOfWork #TechAdaptability #HumanCenteredTech… pic.twitter.com/LzjEU5COPS
— Certified Human Resource Management Professional (@chrmpofficial) April 22, 2025
“If you want to improve the organization, you have to improve yourself, and the organization gets pulled up with you.”
– Indra Nooyi, Former CEO, PepsiCo“Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day.”
– Frances Hesselbein, Former CEO, Girl Scouts USA
Organizational change starts with individual growth and collective action. When people at every level are willing to learn and adapt, companies evolve and cultures shift—one small change at a time.
30. Passion, Energy, and Talent
“Talent is the multiplier. The more energy and attention you invest in it, the greater the yield.”
– Marcus Buckingham, Business Consultant“The person passionate about what he or she is doing will outwork and outlast the guy motivated solely by making money.”
– Reid Hoffman
The difference between good and great is often energy and passion. Invest in people’s strengths, fuel their curiosity, and encourage their passion—and watch your company soar.
31. Leading With Transparency and Trust
“A big part of our people-first culture is treating people with respect and transparency.”
– Arne Sorenson, CEO, Marriott International“The stronger the culture, the less corporate process a company needs. When the culture is strong, you can trust everyone to do the right thing.”
– Brian Chesky, Co-founder, Airbnb
Companies with true transparency empower their employees to act with integrity.
Sorenson’s approach to respect and openness breaks down barriers, while Chesky emphasizes that when trust is embedded in the culture, people will naturally go above and beyond—no micromanagement required.
32. Investing in People’s Growth
“Development can help great people be even better—but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.”
– Paul Russell“Making sure (our) people are developing is not a luxury. It is essential for our survival.”
– Laszlo Bock, CEO of Humu, Former SVP at Google
The wisest leaders never stop nurturing their teams. Russell’s logic is simple: invest in hiring first, then development. Bock pushes further—developing your people isn’t just “nice to have,” it’s the foundation for a company’s future.
33. The Power of Listening
“Listening is the first step in communication.”
– Tom Haak, HR Expert
Haak’s repetition drives the point home: there’s no substitute for truly listening to your team. It’s how great leaders build trust, spot problems before they escalate, and unlock fresh perspectives at every level.
34. Building Resilience in Uncertain Times
“The best will advance the interests of others, knowing that it makes us all better off.”
– Paul Polman, Co-founder, Imagine“As members of the global community, it will be irresponsible of us to sit on the fence, panic, ignore facts, or fail to act. We need to take action now.”
– Jack Ma, Co-founder, Alibaba
True resilience is rooted in action and solidarity. Polman’s advice encourages leaders to serve the greater good, especially in crisis, while Jack Ma reminds us that taking responsibility and acting fast are essential in unpredictable times.
35. Fostering Inclusion and Psychological Safety
“A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms.”
– Ed Catmull, President, Walt Disney Animation Studios“Good leadership requires you to surround yourself with people of diverse perspectives who can disagree with you without fear of retaliation.”
– Doris Kearns Goodwin, Historian
Organizations flourish when people know their voices are truly welcome. Catmull’s belief in creative safety and Goodwin’s insight about diverse teams both point to a simple truth: inclusion and psychological safety are the engines of creativity and performance.
36. Setting the Example as a Leader
“As a leader, it is important to not just see your success but focus on the success of others.”
– Sundar Pichai, CEO, Google“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”
– Sam Walton, Founder, Walmart
Pichai’s perspective shifts the leadership lens from individual wins to collective growth. Walton’s legacy at Walmart was built on believing in people—and making them believe in themselves.
37. Empowering Teams to Innovate
@robertleebarberIn a well-functioning team, autonomy is key to fostering innovation and efficiency. If your team feels the need to check in with you constantly, it may indicate a breakdown in communication and trust. Instead of operating like a high-speed highway, ready to navigate challenges swiftly, your team may be experiencing a traffic jam—stifled by indecision and micromanagement. To cultivate an environment where your team can thrive, empower them to make decisions independently. Clearly defined roles and open lines of communication can streamline processes and encourage initiative. By stepping back and trusting your team, you’ll facilitate their ability to drive projects forward with confidence and momentum. Embrace the road to efficiency and watch your team flourish.♬ original sound – Robert Lee Barber
“Great companies don’t just have one founding moment. They have many founding moments.”
– Jack Dorsey, Co-founder, Twitter“An idea that can change the course of the company can come from anywhere.”
– Jack Dorsey, Co-founder, Twitter
Dorsey’s double dose of wisdom highlights the dynamic nature of innovation: it’s a continual process, and every team member has the potential to spark the next big shift. This openness drives ongoing reinvention.
38. Why Flexibility Wins
“Companies that give extra flexibility to their employees will have the edge in this area.”
– Bill Gates, Founder, Microsoft“If you want creative workers, give them enough time to play.”
– John Cleese, Actor
Gates understands that flexibility isn’t a perk, it’s a strategy. Cleese’s call for creative play echoes this—when people have the freedom to recharge and explore, their best work emerges.
39. The Importance of Recognition
“Treat employees like they make a difference, and they will.”
– Jim Goodnight, Co-founder, SAS Institute“A person who feels appreciated will always do more than what is expected.”
– Unknown
Recognition isn’t just about awards or pay—it’s about making people feel valued. Goodnight and the unknown author both agree: appreciation is the fuel that powers discretionary effort and loyalty.
40. Building Trust Through Delegation
“As you get bigger, you have to learn to delegate. It’s also an excellent way to get staff involved in a company’s operation.”
– Azim Premji, Former Chairman, Wipro“Allow people to be themselves. People want to be great, great companies let them be great.”
– Arte Nathan, Former HR Chief, Wynn Resorts
Delegation isn’t just about distributing work—it’s about building trust and allowing people’s strengths to shine. Premji’s advice to delegate and Nathan’s push for authenticity both unleash a team’s potential.
41. The Link Between Engagement and Performance
“Employee engagement is about getting the best people, retaining them, nurturing a creative environment, and helping to find a way to innovate.”
– Marissa Mayer, Co-founder, Lumi Labs
Engaged employees are the backbone of high-performing organizations. Mayer stresses that engagement isn’t just about retention—it’s about innovation. Minshew highlights that taking the time to understand your people pays off in productivity and morale.
42. Managing Change With Courage
“Fear of failure must never be a reason not to try something.”
– Frederick W. Smith, CEO, FedEx“The biggest risk is not taking any risk. In a world that is changing quickly, the only strategy that is guaranteed to fail is not taking risks.”
– Mark Zuckerberg, Co-founder, Facebook
Smith and Zuckerberg both urge leaders to embrace risk and move past the fear of failure. In a rapidly evolving world, the courage to try new things is what separates winners from the rest.
43. Why Company Values Matter
“No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
– Jack Welch, Former CEO, General Electric“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.”
– Simon Sinek, Author
Welch and Sinek know that when employees connect with company values, they give their all. Energy, engagement, and effort follow belief and shared purpose.
44. Encouraging Continuous Learning
“You don’t build business, you build people, then people build business.”
– Zig Ziglar, Author & Speaker“Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they’re not just lying around on the surface.”
– Ken Robinson, HR Expert
Ziglar and Robinson both point to people development as the heart of business growth. Dig deep, invest in learning, and your team becomes an engine for innovation and success.
45. Building Strong Relationships
“Everyone talks about building a relationship with your customers. I think you build one with your employees first.”
– Angela Ahrendts, Senior VP, Apple“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
– Sir Richard Branson
For Ahrendts and Branson, the best customer service starts with great internal relationships. When you put your employees first, they’ll make sure your customers come back.
46. Nurturing a Growth Mindset
“Most of us spend too much time on what is urgent and not enough time on what is important.”
– Stephen R. Covey, Author“If you want to improve the organization, you have to improve yourself, and the organization gets pulled up with you.”
– Indra Nooyi, Former CEO, PepsiCo
Covey and Nooyi both advocate for constant self-improvement and focus on what truly matters. When you invest in your growth, everyone benefits.
47. Recognizing Achievements
“The simple act of paying positive attention to people has a great deal to do with productivity.”
– Tom Peters, Author“Reward the behavior you want your people to demonstrate.”
– Sanjeev Himachali, HR Consultant
Peters and Himachali reinforce that recognizing and rewarding the right actions leads to more of them. It’s not just good for morale—it’s good for business.
48. Building a Legacy
“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.”
– Sheryl Sandberg, COO, Facebook“Before you become a leader, success is all about growing yourself. After you become a leader, success is about growing others.”
– Jack Welch, Former CEO, General Electric
Sandberg and Welch define leadership by the legacy you leave. If your influence endures beyond your direct involvement, you’ve truly led.
49. Creating Psychological Safety
“To handle yourself, use your head; to handle others, use your heart.”
– Eleanor Roosevelt, Former First Lady, USA
Iacocca and Roosevelt know that psychological safety—built through motivation and empathy—enables people to bring their best selves to work.
50. The Value of Feedback and Criticism
“Constantly seek criticism. A well-thought-out critique of whatever you are doing is as valuable as gold.”
– Elon Musk, CEO, Tesla Inc.“Our secret weapon for building the best culture is open and honest feedback.”
– Gina Lou, HR Executive, HelloOffice
Musk and Lou agree: feedback and even criticism aren’t just tolerated in top companies—they’re actively sought out. This is how the best keep getting better.
51. Empowering Through Delegation
“As you get bigger, you have to learn to delegate. It’s also an excellent way to get staff involved in a company’s operation.”
– Azim Premji, Former Chairman, Wipro“Good management consists of showing average people how to do the work of superior people.”
– John D. Rockefeller, Founder, Standard Oil
Delegation is more than a practical necessity as companies scale—it’s a chance to develop people. Premji and Rockefeller both saw delegation as a tool for growth and involvement, turning ordinary teams into extraordinary ones through empowerment and mentorship.
52. Adaptability in the Face of Crisis
“Bad companies are destroyed by crisis, good companies survive them, great companies are improved by them.”
– Andrew Grove, Former CEO, Intel“The best way to emerge victoriously is by working together and supporting one another.”
– Tedros Adhanom Ghebreyesus, Director-General, World Health Organization
Crises test organizations’ adaptability and unity. Grove and Tedros remind us that the greatest companies don’t just weather storms—they use adversity to strengthen bonds and spark improvement.
53. Making Innovation a Habit
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“Great companies don’t just have one founding moment. They have many founding moments.”
– Jack Dorsey, Co-founder, Twitter“An idea that can change the course of the company can come from anywhere.”
– Jack Dorsey, Co-founder, Twitter
Dorsey’s insight is so important it’s worth repeating: innovation isn’t an event, it’s a habit. Every voice can spark the next turning point.
Companies that stay open to ideas at every level create a culture of continual renewal.
54. Leadership With Purpose
“A leader is someone who creates infectious enthusiasm.”
– Ted Turner, Founder, CNN“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”
– Sam Walton, Founder, Walmart
True leaders ignite passion and confidence in their teams. Turner and Walton believed that enthusiasm and self-esteem multiply results, making the impossible seem possible.
55. Company Culture Is Everything
“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.”
– Tony Hsieh, CEO, Zappos“The stronger the culture, the less corporate process a company needs.”
– Brian Chesky, Co-founder, Airbnb
Culture isn’t a bonus—it’s a prerequisite for success. Hsieh and Chesky both prove that happy teams create loyal customers, and a strong culture means less bureaucracy.
56. Leading by Example and Inclusion
“A good reputation for yourself and your company is an invaluable asset not reflected in the balance sheets.”
– Li Ka-Shing, Chairman, CK Hutchison“We recognize that our success as a company and as an industry relies on developing, creating, and growing an inclusive culture and diverse workforce.”
– Juan Ricardo Archer, CEO, Archer Daniels Midland
Your reputation and your culture are intertwined. Li Ka-Shing and Archer show that a focus on reputation, inclusion, and diversity is what drives lasting, visible, nd invisible value.
57. Building for the Long Haul
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
– Warren Buffett, CEO, Berkshire Hathaway
Buffett’s timeless warning is balanced by Page’s call for meaningful work. Building a great company takes patience, and every decision either adds to or subtracts from your legacy.
58. Continuous Growth and Curiosity
“I think that our fundamental belief is that for us, growth is a way of life and we have to grow at all times.”
– Mukesh Ambani, Chairman, Reliance Industries“To be competitive, you need to have a culture that people want to come into and stay a part of.”
– Jim Fitterling, CEO, DOW Inc.
Growth mindset isn’t just for individuals—it’s for entire organizations. Ambani and Fitterling stress that ongoing learning, curiosity, and a welcoming environment attract and keep the best talent.
59. Giving Back and Taking a Stand
“It is important for companies to take a public stand and advocate for policies that are in the best interest of their customers, employees, and shareholders.”
– Steven A. Kandarian, CEO, MetLife“Every business, every citizen, every residential area must be a fortress to prevent the epidemic.”
– Nguyen Xuan Phuc, Prime Minister, Vietnam
Kandarian and Phuc show that leadership extends beyond profit. Companies must stand up for people, communities, and society, especially in times of crisis.
60. Motivation and Meaning
“If you’re changing the world, you’re working on important things. You’re excited to get up in the morning.”
– Larry Page, Co-founder, Google“No man can be successful unless he first loves his work.”
– David Sarnoff, CEO, RCA
Meaningful work is the best motivator. Page and Sarnoff agree: when employees see the impact of their contributions, passion and success follow.
61. Building Trust and Psychological Safety
Psychological safety in the workplace is key for employee well-being and a healthy organizational culture. Learn more about it from @APA. #MentalHealth #WorkplaceWellness https://t.co/ItuN83xHi5
— Well Being Trust (@WellBeingTrust) March 11, 2024
“Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day.”
– Frances Hesselbein, Former CEO, Girl Scouts USA“Trust is built with consistency.”
– Lincoln Chafee, Former U.S. Senator
Trust and safety are forged daily through consistent action. As Hesselbein and Chafee show, change happens when people see—and feel—the difference together.
62. The Impact of Teamwork
“Talent wins games, but teamwork and intelligence win championships.”
– Michael Jordan“A successful team beats with one heart.”
– Michael Gokturk, CEO, Payfirma
Jordan and Gokturk remind us: true success comes not from individual stars, but from teams that pulse with unity and shared ambition.
63. Employee Appreciation
“Treat employees like they make a difference, and they will.”
– Jim Goodnight, Co-founder, SAS Institute“A person who feels appreciated will always do more than what is expected.”
– Unknown
Appreciation unlocks extra effort—Goodnight and the anonymous author show why every ‘thank you’ matters.
64. Valuing Feedback
“The simple act of paying positive attention to people has a great deal to do with productivity.”
– Tom Peters, Author“Our secret weapon for building the best culture is open and honest feedback.”
– Gina Lou, HR Executive, HelloOffice
Peters and Lou know: feedback is more than a management tool—it’s the secret to lasting productivity and great culture.
65. Learning from Failure
“Good employees make mistakes and good leaders allow them to.”
– John Wooden, Former Head Coach, UCLA
Wooden and Lim believe failure is growth in disguise. Encourage mistakes, and you’ll see courage, learning, and breakthroughs.
66. Leading with Empathy
“To handle yourself, use your head; to handle others, use your heart.”
– Eleanor Roosevelt“Empathy is about finding echoes of another person in yourself.”
– Mohsin Hamid, Author
Empathy in leadership connects people. Roosevelt and Hamid show that hearts—more than hands—build strong teams.
67. Clarity of Purpose
“Most of us spend too much time on what is urgent and not enough time on what is important.”
– Stephen R. Covey“If you want to improve the organization, you have to improve yourself, and the organization gets pulled up with you.”
– Indra Nooyi
Covey and Nooyi know that self-improvement and prioritizing what matters drive both individual and organizational greatness.
68. Diversity and Inclusion
“Diversity is being invited to the party; inclusion is being asked to dance.”
– Verna Myers, VP of Inclusion Strategy, Netflix“A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms.”
– Ed Catmull, President, Walt Disney Animation Studios
Myers and Catmull demonstrate: diverse voices and psychological safety are the roots of innovation.
69. The Value of Passion
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“Hire for passion and intensity; there is training for everything.”
– Nolan Bushnell, Co-founder, Atari Inc.“The person passionate about what he or she is doing will outwork and outlast the guy motivated solely by making money.”
– Reid Hoffman
Bushnell and Hoffman agree: you can’t teach love for the work—so hire it, nurture it, and success follows.
70. Inspiring Through Vision
“If you want to build a ship, don’t drum up people to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.”
– Antoine de Saint-Exupéry“Leadership is the capacity to translate vision into reality.”
– Warren Bennis, Leadership Scholar
Vision, not just tasks, inspires teams to reach beyond what’s possible—Saint-Exupéry and Bennis show how leaders spark greatness through dreams.
71. Leadership and Reputation
“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
– Warren Buffett, CEO, Berkshire Hathaway“A good reputation for yourself and your company is an invaluable asset not reflected in the balance sheets.”
– Li Ka-Shing, Chairman, CK Hutchison
Buffett and Li Ka-Shing highlight that reputation is hard-earned and fragile—lead with integrity, a nd every decision becomes a long-term investment.
72. The Power of Autonomy
“Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine.”
– David Ogilvy“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.”
– Simon Sinek
Ogilvy and Sinek champion autonomy—when people own their work and share your purpose, they do their best work for the mission, not just the paycheck.
73. Motivation and Meaningful Work
“True motivation comes from achievement, personal development, job satisfaction, and recognition.”
– Frederick Herzberg, Psychologist
Herzberg and Sinek agree: meaning and recognition drive commitment far more than money ever could.
74. Change and Resilience
“The world needs to be resolute in fighting an all-out global war against the COVID-19 outbreak.”
– Xi Jinping, President, China“We’re all in this together. And we can only succeed together.”
– Tedros Adhanom Ghebreyesus, WHO
Jinping and Tedros demonstrate that resilience, collaboration, and global thinking aren’t just crisis tools—they’re lasting business lessons.
75. Growth and Continuous Learning
“Development can help great people be even better—but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.”
– Paul Russell“You don’t build business, you build people, then people build business.”
– Zig Ziglar
Russell and Ziglar know talent is the seed; learning is the water. Invest early, and keep nurturing.
76. Teamwork and Shared Success
“No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team.”
– Reid Hoffman, Co-founder, LinkedIn“Success is best when it’s shared.”
– Howard Schultz, Former CEO, Starbucks
For Hoffman and Schultz, there’s no substitute for a strong team—real success multiplies when everyone wins together.
77. Delegation and Growth
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“As you get bigger, you have to learn to delegate. It’s also an excellent way to get staff involved in a company’s operation.”
– Azim Premji“If you want something to happen, you have to make people able and you have to make them want to.”
– Dr. Steve Kerr
Premji and Kerr see delegation not just as offloading tasks, but as building capacity and unlocking ambition across the organization.
78. Building Culture That Lasts
“The greatest asset of a company is its people.”
– Jorge Paulo Lemann, Co-founder, 3G Capital“Culture is what motivates and retains talented employees.”
– Betty Thompson, Chief People Officer, Booz Allen Hamilton
Lemann and Thompson understand: when you focus on people and culture, retention and excellence take care of themselves.
79. Risk, Innovation, and the Future
“The biggest risk is not taking any risk. In a world that is changing quickly, the only strategy that is guaranteed to fail is not taking risks.”
– Mark Zuckerberg“Lots of companies don’t succeed over time. What do they fundamentally do wrong? They usually miss the future.”
– Larry Page
For Zuckerberg and Page, risk-taking and an eye on the future are not just competitive edges—they’re survival skills.
80. Leading With Heart
“A company is stronger if it is bound by love rather than fear.”
– Herb Kelleher, Co-founder, Southwest Airlines“If we win the hearts and minds of the employees, we’re going to have better business success.”
– Mary T. Barra, CEO, General Motors
Kelleher and Barra close our collection with this: the strongest teams are built on trust, care, and inspiration, not fear or control.