Quotes & Sayings About Staff Changes

consider trying to forgive him yet again. He did his part, so I returned to our home in Virginia that summer of 2010. I wasn't hopeful, but I didn't have the strength to end our marriage - or to save it. We attended counseling together for a while, but the conversations reached dead ends. Nonetheless, Robert attempted to rebuild our connection. He wasn't staying out all night. He helped with the kids and seemed committed to fixing the broken bond between us. Before we knew it, training camp was starting again and he would once again be competing for a spot on the roster. The coaching staff had experienced some changes, — Sarah Jakes

Duty, though set about by thorns, may still be made a staff supporting even while it tortures. Cast it away, and, like the prophet's wand, it changes to a snake. — Douglas William Jerrold

I regularly invite educators and leaders to send me their questions, and hundreds of them do so every month. The most common question, however, is one to which my response is probably most disappointing. The question is "How do I get better buy-in from my staff before I implement some critically needed changes?" The answer is "You don't. — Douglas B. Reeves

We are living through the most profound changes in the economy since the Industrial Revolution. Technology, globalization, and the accelerating pace of change have yielded chaotic markets, fierce competition, and unpredictable staff requirements. — Bruce Tulgan

Running a multi-million dollar business can be frustrating at times, especially when someone does something I am not happy with. It might not even be their fault, but it is human nature to reach in an angry or heated way. However, I have learned an important and effective lesson. Rather than complain to my member of staff about their actions, I search my memory bank for things I find wonderful about them. This changes the energy around the issue instantly. People tend to live up to what you expect of them. — Vishen Lakhiani

I've always believed that culture is defined and created from the top down, but it comes to life from the bottom up. This meant that I had to build our culture by working with the leadership group (i.e., the owner, general manager, and executives), the coaching staff, and the football team. To strengthen the culture among the leadership group, it was important to reiterate to the owner, team president, and general manager the shared beliefs, values, and expectations that we had discussed in depth when I was interviewing for the head coaching position. It was important to have collaborative conversations on a regular basis to discuss the changes we were making and why we were making them. — Jon Gordon

Only 12 managers have lasted more than three years with the Indians, and only three of those who did last longer than three years managed to do so without a winning record. The Indians have made strides in many areas the last three years and the shifts and changes amongst the coaching staff resulted in a highly respected group that was anxious and ready to guide the Tribe back to the postseason, but unfortunately it never materialized. Turns out the three-year threshold is a pretty solid limit for how patient an organization is when it comes to managers, and the gains made in 2011 were completely lost and then some in 2012. Acta's tenure with the club came to an end with six games left on the 2012 schedule. He ranks 13th in franchise history for games managed, but any optimisim regarding the Tribe in 2013 will rest squarely with new hire Terry Francona. — Tucker Elliot

If we all got kicked off the staff and the board, and an outside group (a group of leaders who were fearlessly committed to the mission of this church) took our place, what changes would they introduce?68 What's the first thing they would do? Who would they replace? What would they refuse to fund? — Andy Stanley