Believing in the good of humanity is a revolutionary act - it means that we don't need all those managers and CEO's, kings and generals. That we can trust people to govern themselves and make their own decisions.

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee's success, empathize with those going through hard times, and challenge people, even when it hurts.

I learned patience. I'm not a real patient guy, but with me trusting in my coach, my managers and my team, I just trust the process and just continue to stay patient and just follow suit.

We are seeing more managed money and, to an extent, institutional money entering the space. Anecdotally speaking, I know of many people who are working at hedge funds or other investment managers who are trading cryptocurrency personally, the question is, when do people start doing it with their firms and funds?

Leadership experts and the public alike extol the virtues of transformational leaders - those who set out bold objectives and take risks to change the world. We tend to downplay 'transactional' leaders, whose goals are more modest, as mere managers.

Museums are managers of consciousness. They give us an interpretation of history, of how to view the world and locate ourselves in it. They are, if you want to put it in positive terms, great educational institutions. If you want to put it in negative terms, they are propaganda machines.

My University of Management will create managers who will float in happiness, success and fulfillment.

In men's sports, people criticize coaches and managers all the time, call out teammates, too, and it's not that huge of a deal. Often, the guy speaking out is even lauded for having the courage to tell the truth. When it happens in women's sports, though, it always seems to be viewed as a nasty, claws-out cat fight.

Stop being conned by the old mantra that says, 'Leaders are cool, managers are dweebs.' Instead, follow the Peters Principle: Leaders are cool. Managers are cool too!

We need business leaders who have a respect for technical issues even if they don't have technical backgrounds. In a lot of U.S. industries, including cars and even computers, many managers don't think of technology as a core competency, and this attitude leads them to farm out technical issues.

Computers are wasteful of paper and time. Once, we'd get documents with a few errors. Now, people make hundreds of copies until each sheet is flawless and memos are duplicated endlessly. Managers get swamped with emails.

We're always working on our communication, which is something that's important. Instead of going through managers to discuss things, we will sit down and have meetings about things. That's a process. And you have to be able to be honest with each other as much as you can.

As a whole, the managers today are different in temperament. Most have very good communication skills and are more understanding of the umpire's job. That doesn't mean they are better managers. It just means that I perceive today's managers a bit differently.

People aren't going to talk about it except me and that is communication and the visits I have personally had in our meetings with our store managers saying if you do these things you will be terminated, period.

I'm constantly amazed that owners and managers of all businesses don't train their people to call the person who pays by credit card by name. It definitely makes the customer feel good and will be a factor in bringing them back to your place of business.

Statistics suggest that when customers complain, business owners and managers ought to get excited about it. The complaining customer represents a huge opportunity for more business.

A cardinal principle of Total Quality escapes too many managers: you cannot continuously improve interdependent systems and processes until you progressively perfect interdependent, interpersonal relationships.

To make flexibility work, it is not only necessary to change our attitude about who is a good worker and who is not, but we have to train managers at all levels to recognize the difference between the number of hours worked and the quality of work produced.

Managers in all too many American companies do not achieve the desired results because nobody makes them do it.

Millions have been taken from me. If you are not on top of it and you make a lot of money and you trust business managers then yes money will be taken from you.

The Macau casinos have a wonderful business it's taking in money from Chinese businessmen elsewhere who send it through junky companies to casinos to gamble. The growth continues and they have basically western managers and western accounting so we trust the numbers a little bit more.

I'm not a defender of old or new football managers. I believe in good ones and bad ones those that achieve success and those that don't.

Managers have very tough jobs. I always respected their job but demanded respect in return.

Oh the relationship with actors and managers and agents and things is a terrible problem sometimes.