Judith Bardwick Quotes & Sayings

It's not the problem that causes our suffering; it's our thinking about the problem. — Byron Katie

Credibility is lost when there are big discrepancies between what leaders say and what they do ... Increasing credibility requires openness. Hidden agendas will destroy trust. — Judith M Bardwick

Nothing creates more self-respect among employees than being included in the process of making decisions. — Judith M Bardwick

Schools are generally feminine places, institutions where conformity is valued, taught largely by conformist women. — Judith M Bardwick

The duty of universities is toward their nation, for which they must prepare leaders in all fields and these must be necessarily ethnically native. For it is intolerable that a nation educate for itself alien leaders in its universities. — A. C. Cuza

The message to organizations is this: You have to increase the number of categories of contributing, or the types of career paths, which people can experience as successful. You cannot restrict esteem to the fewer and fewer who will be climbing up the management ladder. You need to have the majority of your people feeling like winners. — Judith M Bardwick

Motivation is highest when the probability of success is 50 percent: We don't get involved if the task is too easy or too hard. — Judith M Bardwick

Terror skittered around the fringes of his consciousness on fast rodent feet. — Walter Jon Williams

So you can go down there and see the gods, sell Girl Scout cookies door-to-door or whatever? — Rick Riordan

Waking, dreaming. She felt as if a woman torn between two lovers - one of them calm, and sweet, and still and good, and the other magnificent, stone-muscled and taciturn and bold enough to seize her and pull her close to him in the darkness of the night. — Gord Sellar

By relaxation, I don't mean falling asleep in front of the TV set or unwinding with friends. The kind I'm talking about is a quieting of mental activity and withdrawal of body and mind from external stimulation. — Bernie Siegel

Real confidence comes from knowing and accepting yourself- your strengths and your limitations -in contrast to depending on affirmation from others. — Judith M Bardwick

I would love to work in America. I wouldn't love to live there, but I'd love to experience working there. — Daniel Radcliffe

Leaders evoke emotional connections in followers only to the extent that the followers are emotionally needy. — Judith M Bardwick

Institutions which have too much security ... tend to become bureaucratic. They add layers of people and layers of rules in order to assure the security of not making mistakes. — Judith M Bardwick

I am impressed and distressed at how passive hierarchical organizations make people. There's often a lot of overt activity, but it's not going anywhere, it's game-playing. It's play-acting at work. — Judith M Bardwick

Leaders must (1) define the business of the business, (2) create a winning strategy, (3) communicate persuasively, (4) behave with integrity, (5) respect others, and (6) act. — Judith M Bardwick

With air travel there is no distance, there is only time. — Judith M Bardwick

In organizations where nothing much happens regardless of whether you do something exceptional or just show up in the morning, the best people lose heart and motivation is reduced near the lowest common denominator. — Judith M Bardwick

And love is exception-making. If you were in love you'd want to be broken, trampled, ordered, dominated, — Ayn Rand

In the end, leadership is not intellectual or cognitive. Leadership is emotional. — Judith M Bardwick

You're kind of numb after 50 shots to the head. — Jim Harbaugh

Very few people are ambitious in the sense of having a specific image of what they want to achieve. Most people's sights are only toward the next run, the next increment of money. — Judith M Bardwick

For workaholics, all the eggs of self-esteem are in the basket of work. — Judith M Bardwick

There's a large core of powerlessness which is balanced against the unwritten contract that says that if you behave, you'll be okay. No wonder people pay so much attention to knowing the rules, to knowing the right people, to not making waves, to never making errors
to not risking, trying, innovating. — Judith M Bardwick

When people in organizations feel too secure, it's because there aren't any significant outcomes as a result of what they do. Whatever you do, nothing much different happens. This also means there are no important pay-offs if you risk by innovating. As there are no rewards for taking risks, then there's no sense of push in that institution's culture. — Judith M Bardwick

If the mood is overly anxious, then anxiety must be reduced by lowering uncertainty. Very simply, uncertainty is reduced when people are told what's going on and what will happen to them. In the vacuum of no news, people imagine the worst. Since disappointment is much easier to handle than anxiety, then, good news or bad, honesty is honestly the best policy. — Judith M Bardwick

In truth, it's usually failure, disappointment, and frustration that motivate people to reexamine that which they've taken for granted. It's rare to find big change without significant bad news ... In that sense, the pain of failure creates the largest opportunities for progress. — Judith M Bardwick

The need for challenge, the need to burst through the constrictions of tasks and situations already seen and mastered, can affect anyone, even those enjoying the greatest gains from success. — Judith M Bardwick

We know that productivity suffers when uncertainty is high. But we've failed to realize the equally destructive effects of too little anxiety ... By protecting people from risk, we destroy their self-esteem. We rob them of the opportunity to become strong, competent people. — Judith M Bardwick