Tom Bergeron Quotes

I try to play the best I can every time I play. But there's just some folks that seem to draw a little bit of that extra special out of you.

True leadership lies in guiding others to success. In ensuring that everyone is performing at their best, doing the work they are pledged to do and doing it well.

I worked with creative people who were very demanding of me, and they helped me reach performances that I never could have gotten on my own without being pushed and having trust in them. And so I know the best way to get the best performance of an actor, and that's not to coddle them or to baby them. It's to help them; it's to push them.

You need a team. You need people to push you. You need opponents.

To bring out the best in someone, you really have to push them.

Keeping people on their toes is the best way to get the best out of people.

A good leader should focus on making sure everyone is being given the tools to do their job, not just expecting - poof! - that they're going to produce great work.

I need them, need them to give me a kick up the arse. Otherwise I'd just be sat-in getting fat, counting me money. It's good people living on your doorstep and looking through your bins. Gives you energy.

I guess some people are brilliant enough to be brilliant on their own and never doubt anything and come up with fabulous things. But I think it's good to get into arguments with people and have them say, 'That sucks' or 'You're crazy' or 'That's cheesy' or 'What do you think of this?'

And at the same time, you are of course a performer, but it's very important that you understand that your role as a performer is to get the best performance from those wonderful colleagues that you have the chance to work with.

People often say that stress is a motivator. What we're referring to when we say this is really better described as stimulation and engagement.

Leaders should always expect the very best of those around them. They know that people can change and grow.

I have yet to find the man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval than under a spirit of criticism.

You can't just give someone a creativity injection. You have to create an environment for curiosity and a way to encourage people and get the best out of them.

I like to create a community where people want to come and have a good time and do their best work.

I was raised not to be rude, but I also try to get the best work out of people.

You don't hire for mediocrity. Instead, you bring people onto your team because you know that they'll make a valuable contribution and turn in amazing work. But, in order to have that expectation, you need to make sure you're fostering an environment that allows them to do so.

When you look at myself, I'm a coach, and that's what it's all about. When you're a player, you get criticized, and when you're a coach, you get criticized even more because it's about wins and losses.

People criticising does spur you on. You are always going to get critics.

There's nothing I'd say that keeps me awake at night, but I think that - when you're working with a group of people that are so beyond talented - that, every day, you wake up going, 'All right, I gotta fight to stay at the same level as these people.' That's what makes it fun.

You always want that as a player, to have that guy on the other side of you that's equally as talented and can make plays. It fuels you a little bit.

I'm at my best when people are depending on me. If it's just on me and I don't have nothing to do, I'm going to be lazy. On the football field, it's every single day, every play, knowing that people are depending on me to make my play. That helps me elevate my game to another level.

It bothers me when nobody is criticizing me, because then I am not doing something.

Having the tools and the intangibles mean nothing unless you are surrounded by the best.

The best kind of accountability on a team is peer-to-peer. Peer pressure is more efficient and effective than going to the leader, anonymously complaining, and having them stop what they are doing to intervene.