“The Four Keys of Great Managers:1. "When selecting someone, they select for talent ... not simply experience, intelligence or determination."2. "When setting expectations, they define the right outcomes ... not the right steps."3. "When motivating someone, they focus on strengths ... not on weaknesses."4. "When developing someone, they help him find the right fit ... not simply the next rung on the ladder.”

“When someone needs help, you help. Right?”

“The writer must be four people: 1) The nut, the obsede 2) The moron 3) The stylist 4) The critic. 1 supplies the material; 2 lets it come out; 3 is taste; 4 is intelligence.”

“Am I doing the right thing? Is it ever right to hurt someone? But is it right to stay with someone when you want to be with someone else? Which one would hurt more?”

“Real Friends' are someone who are right next to you when you got in emergency, not in only parties.”

“Forcing your employees to follow required steps only prevents customer dissatisfaction. If your goal is truly to satisfy, to create advocates, then the step-by-step approach alone cannot get you there. Instead, you must select employees who have the talent to listen and to teach, and then you must focus them toward simple emotional outcomes like partnership and advice....Identify a person's strenths. Define outcomes that play to those strengths. Find a way to count, rate or rank those outcomes. And then let the person run.”