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20 Inspiring Quotes from Winston Churchill

20 Inspiring Quotes from Winston Churchill

Winston Churchill was loved and hated by many. He was an iconic leader who was known for his rebellious and stubborn nature. But it was these traits that saw him achieve a great deal with his life.

Churchill has much to teach us about courage, persistence and leadership. He pushed through years and years of failure to eventually hold office for an incredible 60 years. He was known for facing problems head-on and for ‘never ever giving up.’

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Churchill is referred to as one of the most influential people in British history, so why not learn from his successes and failures?

Here are 20 of my favorite Winston Churchill quotes. Read them slowly and take away a nugget of inspiration from the man who was known for his no nonsense approach to life.

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20 Inspiring Quotes from Winston Churchill:

Attitude is a little thing that makes a big difference.
    • “Attitude is a little thing that makes a BIG difference.”
    • “Success is not final, failure is not fatal, it is the courage to continue that counts.”
    • “If you’re going through hell, keep going.”
    History will be kind to me for I intend to rewrite it
      • “History will be kind to me, for I intend to write it.”
      • “Never, never, never give up.”
      • “A pessimist sees the difficulty in every opportunity, an optimist sees the opportunity in every difficulty.”
      • “You have enemies? Good. It means you’ve stood up for something, sometime in your life.”
      I have never developed indigestion from eating my words.
        • “I have never developed indigestion from eating my words.”
        • “When the eagles are silent, the parrots begin to jabber.”
        • “The price of greatness is responsibility.”
        • “Out of intense complexities, intense simplicities emerge.”
        I have nothing to offer but blood
          • “I have nothing to offer but blood, toil tears and sweat.”
          • “The empires of the future are the empires of the mind.”
          • “Courage is what it takes to stand up and speak, it’s also what it takes to sit down and listen.”
          • “Continuous effort – not strength or intelligence – is the key to unlocking our potential.”

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            • “Success is the ability to go from one failure to another with no loss of enthusiasm.”
            • “To improve is to change. To be perfect is to change often.”
            • “There is no time for ease and comfort. It is time to dare and endure.”
            • “Difficulties mastered are opportunities won.”

            I need never worry about action
              • “I never worry about action, but only inaction.”

              Looking for more inspirational quotes? Head over to Lifehack Quotes to get your fill!

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              (Photo credit: Churchill Statue via Shutterstock)

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              Last Updated on February 21, 2019

              The Secret to Effective Conflict Resolution: The IBR Approach

              The Secret to Effective Conflict Resolution: The IBR Approach

              In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

              Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

              Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

              Conflicts are literally everywhere.

              Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

              Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

              Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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              Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

              Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

              Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

              The IBR Approach to Resolve Conflicts

              Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

              Step 1: Prioritize Good Relationships

              How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

              Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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              Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

              Step 2: People Are NOT the Cause of Problem

              How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

              Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

              Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

              Step 3: Listen From ALL Stances

              How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

              Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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              Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

              Step 4: Listen Comes First, Talk Follows

              How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

              Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

              Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

              Step 5: Understand the Facts, Then Address the Problem

              How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

              Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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              Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

              Step 6: Solve the Problem Together

              How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

              Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

              Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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