Julia Hartz Quotes

Of course, it is difficult to arrive at a big team in the first place, but it is even harder to stay there.

The important thing is to get the right players on the team so Mike can be successful.

You don't create a big and strong team easily.

When building a strong team, you need a strong leader.

People want to see how we get teams to come together so quickly. They want to see how we get young guys to play so hard and so unselfish. I'm fine with that. I have no problem sharing that.

You have to let the team develop. You can't say, 'Oh, I got empty seats, I'm going to change the team.' It just doesn't work that way.

I have been in many teams that have had loads of talent but did not make it through and been with teams that did not have that much talent and ended up being champions.

As you develop relationships in your team you have to learn how your teammates react to being yelled at or how to put your arm around them and show them how to do things. You have to build those relationships up and understand who that person is and how they respond and choose your way to lead them to hopefully help everyone out.

Stars don't necessarily make a good team and that is what we must learn.

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

If the players don't trust the coach, it is a problem, and vice versa.

For a manager to be perceived as a positive manager, they need a four to one positive to negative contact ratio.

Even as an 18-year-old, I had to grow comfortable with my leadership style, which is that I was really impatient with under-motivated people - extremely impatient, to the point where I was counterproductive as a manager of underproductive people. And that hasn't really changed. If people need to be motivated, I'm no good.

My gift, if I have one, is choosing terrific talent and providing the atmosphere for them to do their best work.

And I'd say one of the great lessons I've learned over the past couple of decades, from a management perspective, is that really when you come down to it, it really is all about people and all about leadership.

Developing a good, healthy culture is extremely important at a startup. Culture reflects the essence of a startup's operation because it directly affects the success of a company's hiring practices and overall strategy.

The key to good management is keeping the guys on your team who hate your guts away from the guys who haven't made up their minds.

It's not a successful captain that makes a successful team.

I think people always assume that every team has great intangibles, and that's not necessarily right.

It's difficult to gel players.

I enjoy difficult tasks. What's hard is finding the people to do them and finding a team to actually enjoy success. That is the real challenge of success.

I think all you can worry is that you make the team the very best they can be.

Many times, my role was to work as a link between the coaches and the players; it was to be a leader. That was something natural for me.

A great team relies on its leaders and they have to make a difference at key moments.

You can be the best manager in the world, but if the players don't trust you, it will never work.