Joe Lonsdale Quotes

Without trust, no organization can sustain innovation because without trust, no one is willing to take the risks that innovation requires.

You need to set a tone at the top that inspires trust - and encourages open and honest 2-way communication. So you hear the brutal facts, and you listen to the good news and the bad news - so that, in the spirit of continuous improvement, you can make changes.

At Microsoft, we're aspiring to have a living, learning culture with a growth mindset that allows us to learn from ourselves and our customers. These are the key attributes of the new culture at Microsoft, and I feel great about how it seems to be resonating and how it's seen as empowering.

Competition is one click away. Innovation happens everywhere... you better have a culture asking for a voice.

A learning organization is an organization that is continually expanding its capacity to create its future.

If you can create an environment where people are invited to do their best work and the best ideas always win, then the project itself will win.

A good cult delivers on its promises. A good cult nourishes the needs of its members, has transparency and integrity, and creates provisions for challenging its leadership openly. A good cult expands the freedoms and well-being of its members rather than limits them.

Sam Walton's values are: treat the customer right, take care of your people, be honest in your dealings, pass savings along to the customer, keep things simple, think small, control costs and continuously improve operations.

The free market is at its best when everybody works in a fishbowl and tells you their point of view.

Netflix is amazing 'cause they trust the creator to do their job, and they trust us to do our job. They're really smart and just let us do our thing and deliver a great job.

I will always be upfront with the Greek people, so we can solve the country's problems together.

Excellent firms don't believe in excellence - only in constant improvement and constant change.

You have to maintain a culture of transformation and stay true to your values.

I regularly encourage employees to break rules. I also say to employees that leadership starts with complaining and dissatisfaction. But it doesn't stop there. It comes from saying you're dissatisfied with something and then fixing it and making it better for everybody.

Creating organizations that value a growth mindset can create contexts in which more people grow into the knowledgeable, visionary, and responsible leaders we need.

I often ask people what I did wrong in the last meeting, because then others feel they have permission to own their mistakes, too.

The best thing you can do is learn from those mistakes so that you continue to get better. That's the management style or leadership style I believe in, which is push people to their limit such that they can become better than they thought they could be. That certainly has helped me.

When team members trust each other and know that everyone is capable of admitting when they're wrong, then conflict becomes nothing more than the pursuit of truth or the best possible answer.

Candor is the key to collaborating effectively. Lack of candor leads to dysfunctional environments.

TalkTalk's culture is one of a start-up... new services, desire to innovate, move fast.

One of Rent the Runway's core values is 'Trust in Everyone's Best of Intentions.' We trust our team.

I think that the direct conversation is exactly what companies need to earn trust of customers. Admit an error. Fix a problem. Commit to doing better. That is only human.

Inclusion and transparency have been mainstays of my leadership. It's about education and reaching out.

If you have a culture of respect, creativity flows. You create this energy, and then people have more desire to take risks.

We strive for a culture of constant communication. Team members know in real time if there are performance issues. Team leaders know in real time if a team member is unhappy.