Top 100 Patrick Lencioni Quotes (2024 Update)
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Patrick Lencioni Quote: “Putting together an agenda before a staff meeting is like a marriage counselor deciding what issues she’s going to cover with a couple prior to meeting with them.”

101. “Putting together an agenda before a staff meeting is like a marriage counselor deciding what issues she’s going to cover with a couple prior to meeting with them.”

— Patrick Lencioni

Patrick Lencioni Quote: “Stop making the perfect enemy of the good.”

102. “Stop making the perfect enemy of the good.”

— Patrick Lencioni

Patrick Lencioni Quote: “Many people will try to get a job even if they don’t fit the company’s stated values, but very few will do so if they know that they’re going to be held accountable, day in and day out, for behavior that violates the values.”

103. “Many people will try to get a job even if they don’t fit the company’s stated values, but very few will do so if they know that they’re going to be held accountable, day in and day out, for behavior that violates the values.”

— Patrick Lencioni

$Patrick Lencioni Quote: “Most organizations exploit only a fraction of the knowledge, experience, and intellectual capital that is available to them.”$

104. “Most organizations exploit only a fraction of the knowledge, experience, and intellectual capital that is available to them.”

— Patrick Lencioni

$Patrick Lencioni Quote: “The healthier an organization is, the more of its intelligence it is able to tap into and use. Most organizations exploit only a fraction of the knowledge, experience, and intellectual capital that is available to them. But the healthy ones tap into almost all of it.”$

105. “The healthier an organization is, the more of its intelligence it is able to tap into and use. Most organizations exploit only a fraction of the knowledge, experience, and intellectual capital that is available to them. But the healthy ones tap into almost all of it.”

— Patrick Lencioni

Patrick Lencioni Quote: “Most organizations I’ve worked with have too many top priorities to achieve the level of focus they need to succeed.”

106. “Most organizations I’ve worked with have too many top priorities to achieve the level of focus they need to succeed.”

— Patrick Lencioni

Patrick Lencioni Quote: “What clients want more than anything is to know that we’re more interested in helping them than we are in maintaining our revenue source.”

107. “What clients want more than anything is to know that we’re more interested in helping them than we are in maintaining our revenue source.”

— Patrick Lencioni

Patrick Lencioni Quote: “Every human being that works has to know that what they do matters to another human being.”

108. “Every human being that works has to know that what they do matters to another human being.”

— Patrick Lencioni

Patrick Lencioni Quote: “A lack of healthy conflict is a problem because it ensures the third dysfunction of a team: lack of commitment. Without having aired their opinions in the course of passionate and open debate, team members rarely, if ever, buy in and commit to decisions, though they may feign agreement during meetings.”

109. “A lack of healthy conflict is a problem because it ensures the third dysfunction of a team: lack of commitment. Without having aired their opinions in the course of passionate and open debate, team members rarely, if ever, buy in and commit to decisions, though they may feign agreement during meetings.”

— Patrick Lencioni

Patrick Lencioni Quote: “If team members are never pushing one another outside of their emotional comfort zones during discussions, then it is extremely likely that they’re not making the best decisions for the organization.”

110. “If team members are never pushing one another outside of their emotional comfort zones during discussions, then it is extremely likely that they’re not making the best decisions for the organization.”

— Patrick Lencioni

Patrick Lencioni Quote: “If this is so powerful, then why don’t all executives create clarity in their organizations? Because many of them overemphasize the value of flexibility. Wanting their organizations to be “nimble,” they hesitate to articulate their direction clearly, or do so in a less than thorough manner, thus giving themselves the deceptively dangerous luxury of changing plans in midstream.”

111. “If this is so powerful, then why don’t all executives create clarity in their organizations? Because many of them overemphasize the value of flexibility. Wanting their organizations to be “nimble,” they hesitate to articulate their direction clearly, or do so in a less than thorough manner, thus giving themselves the deceptively dangerous luxury of changing plans in midstream.”

— Patrick Lencioni

Patrick Lencioni Quote: “Tell me about someone who is better than you in an area that really matters to you.” Look for the candidate to demonstrate a genuine appreciation for others who have more skill or talent. Humble people are comfortable with this. Ego-driven people often are not.”

112. “Tell me about someone who is better than you in an area that really matters to you.” Look for the candidate to demonstrate a genuine appreciation for others who have more skill or talent. Humble people are comfortable with this. Ego-driven people often are not.”

— Patrick Lencioni

Patrick Lencioni Quote: “The healthier an organization is, the more of its intelligence it is able to tap into and use.”

113. “The healthier an organization is, the more of its intelligence it is able to tap into and use.”

— Patrick Lencioni

Patrick Lencioni Quote: “We need to hire people who are hungry. They go beyond what is required. Passionate about the work they’re doing. Hungry.”

114. “We need to hire people who are hungry. They go beyond what is required. Passionate about the work they’re doing. Hungry.”

— Patrick Lencioni

Patrick Lencioni Quote: “Conflict is nothing more than an anxious situation that needs to be resolved.”

115. “Conflict is nothing more than an anxious situation that needs to be resolved.”

— Patrick Lencioni

Patrick Lencioni Quote: “Instead of asking candidates to self-assess a given behavior or characteristic related to humility, hunger, or people smarts, ask them what others would say about them. For example, instead of asking someone if he considers himself to be a hard worker, ask him “How would your colleagues describe your work ethic?”

116. “Instead of asking candidates to self-assess a given behavior or characteristic related to humility, hunger, or people smarts, ask them what others would say about them. For example, instead of asking someone if he considers himself to be a hard worker, ask him “How would your colleagues describe your work ethic?”

— Patrick Lencioni

Patrick Lencioni Quote: “I think we need to start having a Headline News every day, for five minutes. We could call it a Daily Check-in or something. That means we should get together in a conference room, standing up, and just announce what we’re all doing.”

117. “I think we need to start having a Headline News every day, for five minutes. We could call it a Daily Check-in or something. That means we should get together in a conference room, standing up, and just announce what we’re all doing.”

— Patrick Lencioni

Patrick Lencioni Quote: “The key is to take five minutes at the end of staff meetings and ask the question, “What do we need to communicate to our people?” After a few minutes of discussion, it will become apparent which issues need clarification and which are appropriate to communicate. Not only does this brief discussion avoid confusion among the executives themselves, it gives employees a sense that the people who head their respective departments are working together and coming to agreement on important issues.”

118. “The key is to take five minutes at the end of staff meetings and ask the question, “What do we need to communicate to our people?” After a few minutes of discussion, it will become apparent which issues need clarification and which are appropriate to communicate. Not only does this brief discussion avoid confusion among the executives themselves, it gives employees a sense that the people who head their respective departments are working together and coming to agreement on important issues.”

— Patrick Lencioni

Patrick Lencioni Quote: “The most important part of the development process, and the part that is so often missing, is the leader’s commitment to constantly “reminding” an employee if she is not yet doing what is needed. Without this, improvement will not occur.”

119. “The most important part of the development process, and the part that is so often missing, is the leader’s commitment to constantly “reminding” an employee if she is not yet doing what is needed. Without this, improvement will not occur.”

— Patrick Lencioni

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