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52 Inspiring Quotes for Aspiring Leaders

52 Inspiring Quotes for Aspiring Leaders

Whether you’re looking to grow your library of quotes or looking to push that last hour of work in the office, these quotes will help. I have hand-picked them in order to give you the best possible impact. These have inspired the masses over the years, and I wish you the best in reaching your goal of being part of the next generation of aspiring leaders.

1. “Lead me, follow me, or get out of my way.”

—George Patton, General

2. “A leader is a dealer in hope.”

—Napolean Bonaparte

3. “You don’t need a title to be a leader.”

—Mark Sanborn

4. “To command is to serve, nothing more and nothing less.”

—Andre Malraux

5. “The greatest artists like Dylan, Picasso and Newton risked failure. And if we want to be great, we’ve got to risk it too.”

—Steve Jobs

6. “A ruler should be slow to punish and swift to reward.”

—Ovid

7. “Leadership is influence.”

—John C. Maxwell

8. “To do great things is difficult; but to command great things is more difficult.”

—Friedrich Nietzsche

9. “Leadership is unlocking people’s potential to become better.”

—Bill Bradley

10. “Earn your leadership every day”

—Michael Jordan

11. “Leadership and learning are indispensable to each other.”

—John F. Kennedy

12. “To handle yourself, use your head; to handle others, use your heart.”

—Eleanor Roosevelt

13. “He who cannot be a good follower cannot be a good leader.”

—Aristotle

14. “Effective leadership is putting first things first. Effective management is discipline, carrying it out.”

—Stephen Covey

15. “No man will make a great leader who wants to do it all himself, or to get all the credit for doing it.”

—Andrew Carnegie

16. “You do not lead by hitting people over the head—that’s assault, not leadership.”

—Dwight D. Eisenhower

17. “Don’t follow the crowd, let the crowd follow you.”

—Margaret Thatcher

18. “I cannot trust a man to control others who cannot control himself.”

—Robert E. Lee

19. “Some leaders are born women.”

—Geraldine Ferraro

20. “In the future, there will be no female leaders. There will just be leaders.”

—Sheryl Sandberg

21. “Be with a leader when he is right, stay with him when he is still right, but, leave him when he is wrong.”

—Abraham Lincoln

22. “We’re here for a reason. I believe a bit of the reason is to throw little torches out to lead people through the dark.”

—Whoopi Goldberg

23.“The art of leadership is saying no, not yes. It is very easy to say yes.”

—Tony Blair

24. “Together we are better.”

—John Paul Warren

25. “The task of the leader is to get his people from where they are to where they have not been. ”

—Henry Kissinger 

26. “I must follow the people. Am I not their leader?”

—Benjamin Disraeli

27. “Every great leader can take you back to a defining moment when they decided to lead.”

—John Paul Warren

28. “When you accept a leadership role, you take on extra responsibility for your actions toward others.”

—Kelley Armstrong

29. “Sheep are always looking for a new shepherd when the terrain gets rocky.”

—Karen Marie Moning

30. “I would not be a Moses to lead you into the Promised Land, because if I could lead you into it, someone else could lead you out of it.”

—Eugene V. Debs 

31. “Too many kings can ruin an army.”

—Homer

32. “There are two kinds of leaders, cowboys and Shepherds. Cowboys drive and Shepherds lead.”

—John Paul Warren

33. “When eagles are silent, parrots begin to chatter.”

—Winston Churchill

34. “Stories are the single most powerful weapon in a leader’s arsenal.”

—Howard Gardner

35. “Leadership is a two-way street, loyalty up and loyalty down.”

—Grace Murray Hopper  

36. “The power to lead is the power to mislead, and the power to mislead is the power to destroy.”

—Thomas Monson

37. “It’s not about you. It’s about them.”

—Clint Eastwood

38. “Leadership is the art of giving people a platform for spreading ideas that work.”

—Seth Godin

39. “Leadership is a potent combination of strategy and character. But if you must be without one, be without the strategy.”

—Norman Schwarzkopf

40. “Successful leaders see the opportunities in every difficulty rather than the difficulty in every opportunity.”

—Reed Markham 

41. “If you want people to to think, give them intent, not instruction.”

—David Marquet

42. “How was your day? If your answer was ‘fine,’ then I don’t think you were leading.”

—Seth Godin

43. “Dominate in your domain; You can do it.”

—Jaachynma Agu

44. “Our greatest limitation isn’t the leader of the lives; it is the spirit within us.”

—John MacArthur

45. “Winners see the dream and develop plans while the rest see the obstacles and develop justifications.”

—Orrin Woodward 

46. “One mark of a good officer, he remembered, was the ability to make quick decisions. If they happen to be right, so much the better.”

—Larry Niven

47. “Some are born leaders, some achieve leadership, and some have leadership thrust upon them. Which of these are you, or would you rather not bother?”

—Maurice Flanagan

48. “Any man who has ever led an army, an expedition, or a group of Boy Scouts has sadism in his bones.”

—Tahir Shah

49. “Engage the enemy more closely.”

—Charles Faddis

50. “One of the fundamental aspects of leadership, I realized more and more, is the ability to instill confidence in others when you yourself are feeling insecure.”

—Howard Schultz 

51. “Finally, the president added, ‘The American people are idealists, but they also want their leaders to be realistic…’”

—Bob Woodward

52. “There’s no such thing as a superhero, but together we can world in a new direction.”

—Biz Stone

I hope these help and support your missions to success!

Featured photo credit: Piotr Kwiatkowski via unsplash.com

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

    Reference

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