Vince McMahon Quotes

I fell in love with the topic of leadership. For three decades, that has been a major focus of my hands-on work: listening to and working with leaders, their teams and their organizations.

Selecting a strong team without giving the new captain appropriate time isn't possible.

The signs of outstanding leadership appear primarily among the followers. Are the followers reaching their potential? Are they learning? Serving? Do they achieve the required results? Do they change with grace? Manage conflict?

When I finally got a management position, I found out how hard it is to lead and manage people.

If there are only three guys at the top of the organization handling things, it's the definition of a bankrupt company. In creating leaders without titles, we are going to have organizations with people at the helm putting forth their best.

Showing leadership doesn't mean every employee will run the organization; that would lead to chaos. Businesses do need someone to set the vision and then lead the team to it.

My feeling is if you're going to be a leader, you have to carefully assess where people are and where people want to go.

It doesn’t make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.

When I meet with people who are ineffective managers with failing businesses, I can't change what they do - I have to change the way they think.

I had the best teacher there can be in man management or managing a football club.

If I hire a coach, he's the coach and will run what he knows and is comfortable with. Will it be part of the process? Absolutely. But I am not going to interfere that way as the president.

What's increasingly clear is that when you are open to a discussion of leadership, and you're relating it to your company, it is much easier to get people to become open.

Very often, we think of leadership being at the very top of an organisation. I think what's unique about ABG is that we have a very strong cadre of leaders across the organisation who are highly empowered and therefore play a very major role in the growth and evolution of the organization.

As for whether I am a 'new age guru', I am not at all. I help companies build employees who lead without a title and become high performers.

Too many managers manage by what the postgame press conference is going to be.

Most leadership strategies are doomed to failure from the outset.

Success in management requires learning as fast as the world is changing.

As leader of the effort of the Iraqi Survey Group, I spent most of my days not out in the field leading inspections. It's typically what you do at that level. I was trying to motivate, direct, find strategies.

Rotary provides training at all levels so that those who have been selected for leadership positions have the opportunity to learn and apply leadership principles to their jobs.

I think when you have strong leadership at the coaching level and you empower the coach and the coaching staff, you have a lot more stability.

Delegating doesn't mean passing off work you don't enjoy, but letting your employees stretch their skills and judgment.

Divorce isn't one-sided, and I am by no means perfect. Becoming accountable for my role in the relationship was very empowering.

You know, I think when you coach or you manage, you make decisions, and there's some that are really, really tough.

I used to give out Mickey Mouse awards to people. I like Mickey Mouse because he represented certain values. He invested in people, was good to his friends and hard on his enemies. Once a year, I would have our management team from each division come to an offsite, and I would talk about Mickey Mouse.

Clearly, for an organization to move on, it is the job of the leader to be that sponge that takes the stress from inside and the outside.