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1 " Lose your excuses: You don’t want to feel bad. You feel held hostage. It’s just a small thing. I can’t holdthis person accountable. My high performers will pick up the slack. It’s always been this way. All areexcuses to tolerate stuff you shouldn’t. All of them are costly. "
― Tanya Mann , Five Frequencies: Leadership Signals that turn Culture into Competitive Advantage
2 " We help leaders measure and manage culture. Specifically, we help them establish a reliable culturemetric, measure the gap between the culture they have and the culture they need, and then close it. "
3 " Our brains are hardwired for stories. That’s why information presented in a recognizable archetypeform, like a quest narrative, is more memorable and emotionally resonant. "
4 " If you’re trying to predict human economic behavior—and you don’t include emotions in yourequation—your predictions will probably be way off. Emotions factor heavily into the algorithms thatproduce our trade-off decisions. "
5 " Showing up’ means being present, listening, responding, showing you care: These acts show that youare a member of your employees’ tribe and worthy of their trust. "
6 " Your organization’s culture: It’s either an asset or a liability. At this very moment, your culture ishelping business performance. Or hurting it. "
7 " Show more than tell is also about sustaining the focus on stated priorities even when it’s boring andother shiny objects and executive brain candy are competing for your attention. "
8 " Leaders: One of your most scarce resources is your time. So what you’re willing to spend it on sendspowerful culture-shifting messages. "
9 " With ‘long-term greedy,’ the time horizon for calculating ROI isn’t days, weeks, or even quarters—it’syears, and maybe decades. "
10 " Many leaders underappreciate and underutilize simple expressions of gratitude as a reinforcing warmsignal. saying ‘thanks’ doesn’t cost you money and requires hardly any time. But it does require that youpay attention. "
11 " Everything that happens in an organization happens in or because of a conversation. If you want tochange the culture, you’ve got to change the conversation. "
12 " When something goes wrong, ‘don’t ask who, ask why. "
