A Quote by Stanley A. McChrystal
What I really want are students who want to partner with other people, to be part of an organization and to influence people so that they can accomplish things that the organization would not have accomplished otherwise.
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To me, I think we want an organization that's aligned. We want an organization that has the same vision. But we don't want an organization that all has the same ideas. We want people that are willing to argue, fight, scratch and claw, but everyone is working together.
Leadership is creating an environment in which people want to be part of the organization and not just work for the organization. Leadership creates an environment that makes people want to, rather than have to, do.
People who are role models for the principles and values of the organization, who buy in and understand the vision of what the organization is trying to accomplish, and have the personality to inspire other people to the vision. You know, that’s what team chemistry and leadership is all about.
People want to be a part of an organization that lets them be fully alive and bring their gifts to work. People really do want to be engaged and feel proud of their contribution.
The Organization of Afro-American Unity was an organization that was a secular group. It largely consisted of people that we would later call several years later Black Powerites, Black nationalists, progressives coming out of the Black freedom struggle, the northern students' movement, people - students, young people, professionals, workers, who were dedicated to Black activism and militancy, but outside of the context of Islam.
Organization doesn't really accomplish anything. Plans don't accomplish anything, either. Theories of management don't much matter. Endeavors succeed or fail because of the people involved. Only by attracting the best people will you accomplish great deeds.
One of the things I had to really work on is, when you're the leader of an organization, people look at the expression on your face. Your mood has a lot to do with how people think the whole organization is doing.
As such people achieve influence within the organization, whenever there is a conflict between their own interest and the interest of the organization, their interests will win out.
One of the reasons I'm lucky is to be around an owner like Jerry Jones. I'm not just saying it. The reality of it is the guy wants to win. As a quarterback, you need ownership and people in the front office and organization to help you win. If you don't get that help, you're always going to be fighting an uphill battle. You feel that, being a part of this organization with Jerry, that he's going to bring in people and sign people and want to improve this football team every year. It allows you to feel like, hey, we have a chance and I have a chance to do some special things around here.
I think one of the things I've learned is that the tone of an organization is set from the top down. And if you have men running an organization that want to honor women, that's a whole different experience than if they don't.
Large organization is loose organization. Nay, it would be almost as true to say that organization is always disorganization.
Only under conditions of revolutionary crises do you have the highest level of self-organization; this is the Soviet type of organization, which is to say, workers' councils, people's councils, call them what you want, popular committees.
In any bureaucratic organization there will be two kinds of people: those who work to further the actual goals of the organization, and those who work for the organization itself. Examples in education would be teachers who work and sacrifice to teach children, vs. union representative who work to protect any teacher including the most incompetent. The Iron Law states that in all cases, the second type of person will always gain control of the organization, and will always write the rules under which the organization functions.
The distance between number one and number two is always a constant. If you want to improve the organization, you have to improve yourself and the organization gets pulled up with you. That is a big lesson. I cannot just expect the organization to improve if I don't improve myself and lift the organization, because that distance is a constant.
We tend to think of the mind of an organization residing in the CEO and the organization's top managers, perhaps with the help of outside consultants that they call in. But that is not really how an organization thinks.
I want to be a purpose-driven, purpose-led organization, and I want the organization to achieve this aspiration of being the undisputed leader in professional services.
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