Theo Epstein Quotes

The organization reflects the behavior and characteristics of the CEO, and that establishes the culture. Foster an environment of open communication, and the organization inherits a culture of open communication.

I find that when you open the door toward openness and transparency, a lot of people will follow you through.

A true leader has to have a genuine open-door policy so that his people are not afraid to approach him for any reason.

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

An approachable and authentic CEO is essential to fostering a high-performance, open communications culture.

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.

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

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

We're building a culture of accountability, trust, and togetherness. Entitlement will not be tolerated

Trust gives you the permission to give people direction, get everyone aligned, and give them the energy to go get the job done. Trust enables you to execute with excellence and produce extraordinary results. As you execute with excellence and deliver on your commitments, trust becomes easier to inspire, creating a flywheel of performance.

Most management systems have to do with establishing trust and getting people to cooperate. They're not really about expertise or science.

That's how you get a performance - they put trust in you.

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.

Honor bespeaks worth. Confidence begets trust. Service brings satisfaction. Cooperation proves the quality of leadership.

You've got to have confidence and trust in your cast. You have to have confidence and trust in your director, in your editor. It's such a team effort; I really think you have to pull yourself out of it and just trust. I think the number one thing you can do is just trust everyone around you.

I trust the people who are working with me. I delegate.

Leaders must exemplify integrity and earn the trust of their teams through their everyday actions. When you do this, you set high standards for everyone at your company. And when you do so with positive energy and enthusiasm for shared goals and purpose, you can deeply connect with your team and customers.

Command-and-control isn't the kind of corporate culture people want to be in anymore.

Sometimes you just have to be willing to delegate and not feel like you're the only one with the answer.

My belief is that a positive culture works best because people want to meet or exceed expectations, not demands.

My idea is bring in good people and then get out of their way.

Engagement and integrity are the two most fundamental aspects of building trust; lead from the front by evolving your company strategy, then live your values every day.

It doesn't matter what's written on a coffee mug or on a 'culture' slide; what you do as a CEO, day in and day out, and how you behave will define your company's culture.

You grow year after year with responsibility, and for me, it's not important who has the armband but that everyone on the pitch gives the right signals.

I really want to institute a culture that has nothing to do with shots or minutes or anything like that. It starts with a foundation of service.