John T. Chambers Quotes

Part of being able to make great decisions around that and to really grow a business and scale a business, it also comes down to people. I spend a lot of time building teams at both businesses - both The Trump Organization and my own - and thinking about who to hire to supplement the team and allow us to best achieve our goals.

A leader's most important decisions are about people. Who do you put in which jobs? How long do you leave them in a job?

All companies of any size have to continue to push to make sure you get the right leaders, the right team, the right people to be fast acting, and fast moving in the marketplace. We've got great leaders, and we continue to attract and promote great new leaders.

But because our organization has grown so much and in so many different ways, the delegation process places responsibility and authority on the shoulders of people you can watch grow and watch the way they treat others.

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

A great leader should make it clear to her team members that as a matter of culture, her job is to replace herself. A new hire should know from the outset that she will ultimately have to bring in new talent to replace herself so that she can personally better herself and achieve loftier goals.

As a manager, you can only worry about those who can get on the bus, and those are the fit ones. Injuries and illnesses mean opportunities for others.

I think the most important thing is not only do you want to build a roster, but you also want to establish a culture within any given organization.

There are very few black-and-white truths in management or in business, but one that I have found is that people either hire people who are smarter than them, or people hire people they can control.

You have to build your core nucleus of your team through your draft. What that does is you basically introduce them to your culture and your environment. Then, as guys begin to perform and play to that level, then you say, 'You know what? You guys deserve an extension, so here it is.'

I grew up in the IBM school of management.

You'd like to transition with continuity, have people in your own organization rise up and continue forward, whether in coaching or personnel or players.

Always hire people who are better than you. Hiring dummies is shortsighted. You can't move up the ladder until everyone is comfortable with your replacement.

Ultimately, the goal is to use acquisitions to compress time on product development and get people on the team, especially in senior roles, who can help build out areas of the company they have experience in.

We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.

The key to being a good manager or a good entrepreneur is to pick the right people. Pick the right people, and they'll make you look good.

I don't know if I'm different from everybody else, but there's really only two things to me that are really, really important - recruiting good players in the program and developing those players once they get here.

I'm not a great boss because I don't like to tell other people what to do.

The first thing you always do is seek out the best people that you can find for your organization. If you find the best people, you can basically go anywhere you want to go because they will take you there.

Managers can make themselves look strong by selling or dropping players, but if the move doesn't work, the choice looks flawed.

I have told the PCB that I want total independence to work with a free mind and pick the best players, and they have assured me it will be done.

If I was to become a manager, I would not want someone else to be signing the players for the team that my job depended on.

Managers live and die by their recruitment.

I think you build a team and a roster around the depth. That's what makes a team really good.

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