Influencer Quotes

“The average human being is actually quite bad at predicting what he or she should do in order to be happier, and this inability to predict keeps people from, well, being happier. In fact, psychologist Daniel Gilbert has made a career out of demonstrating that human beings are downright awful at predicting their own likes and dislikes. For example, most research subjects strongly believe that another $30,000 a year in income would make them much happier. And they feel equally strongly that adding a 30-minute walk to their daily routine would be of trivial import. And yet Dr. Gilbert’s research suggests that the added income is far less likely to produce an increase in happiness than the addition of a regular walk.”
― Kerry Patterson, Influencer: The Power to Change Anything

“You are a product of your environment. So choose the environment that will best develop you toward your objective. Analyze your life in terms of its environment. Are the things around you helping you toward success—or are they holding you back? —Clement Stone”
― Joseph Grenny, Influencer: The New Science of Leading Change

“It is not enough to do your best; you must know what to do, and THEN do your best. —W. Edwards Deming”
― Joseph Grenny, Influencer: The New Science of Leading Change

“Influencers use four tactics to help people love what they hate: 1. Allow for choice. 2. Create direct experiences. 3. Tell meaningful stories. 4. Make it a game.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“At the end of the day, what qualifies people to be called “leaders” is their capacity to influence others to change their behavior in order to achieve important results.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“people who climb to the top of just about any field eclipse their peers through something as basic as deliberate practice.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“You can talk about results all you want, but they remain nothing more than ideas until you decide exactly how you’re going to measure them.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“So, what’s the first step to changing norms? It’s breaking the code of silence around the problem that always sustains the status quo.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“So, start every change project with a clear and compelling statement of the goal you’re trying to achieve. Measure your progress. Don’t leave it to intuition or hunches. Measure your measures by the behavior they influence. And finally, measure the right thing, and measure it frequently.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“Source 1. Personal Motivation”
― Kerry Patterson, Influencer: The New Science of Leading Change

“Instead, success relies on the capacity to systematically create rapid, profound, and sustainable changes in a handful of key behaviors.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“Every time you try to convince others through verbal persuasion, you suffer from your inability to select and share language in a way that reproduces in the mind of the listener exactly the same thoughts you are having. You say your words, but others hear their words, which in turn stimulate their images, their past histories, and their overall meaning—all of which may be very different from what you intended.”
― Kerry Patterson, Influencer: The Power to Change Anything

“With simple tasks such as typing, driving, or playing golf and tennis, we reach our highest level of proficiency after about 50 hours of practice; then our performance skills become automated. We’re able to execute them smoothly and with minimal effort, but further development stops. We assume we’ve reached our highest performance level, and we don’t think to learn new and better methods.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“who routinely hit 70 percent or more of their free throws tend to practice differently from those who hit 55 percent or fewer. How? Better shooters set technique-oriented goals such as, “Keep the elbow in,” or, “Follow through.” Players who shoot 55 percent and under tend to think more about results-oriented goals such as, “This time I’m going to make 10 in a row.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“First, they understand the importance of setting specific goals. Most people say that they understand this concept, but few actually put the concept into practice. For example, average volleyball players set goals to improve their “concentration” (exactly what is that?), whereas top performers decide they need to practice tossing the ball correctly—and they understand each of the elements in the toss. As part of this focus on specific levels of achievement, top performers set their goals to improve behaviors or processes rather than outcomes.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“Many of the profound and persistent problems we face stem more from a lack of skill (which in turn stems from a lack of deliberate practice) than from a genetic curse, a lack of courage, or a character flaw. Self-discipline, long viewed as a character trait, and elite performance, similarly linked to genetic gifts, stem from the ability to engage in guided practice of clearly defined skills.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“For instance, Ericsson has described how dedicated figure skaters practice differently on the ice: Olympic hopefuls work on skills they have yet to master. Club skaters, in contrast, work on skills they’ve already mastered. Amateurs tend to spend half of their time at the rink chatting with friends and not practicing at all. Put simply, skaters who spend the same number of hours on the ice achieve very different results because they practice in very different ways.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“The lion’s share of the problems that really bother us don’t call for additional technology, theory, philosophy, or data (we’re up to our necks in that); instead, the problems call for the ability to change what people do. And when it comes to this particular skill, demand far exceeds supply. Given”
― Kerry Patterson, Influencer: The New Science of Leading Change

“At the end of the day, what qualifies people to be called “leaders” is their capacity to influence others to change their behavior in order to achieve important results. Now,”
― Kerry Patterson, Influencer: The New Science of Leading Change

“Sheridan”
― Kerry Patterson, Influencer: The New Science of Leading Change

“Instead, they count on three keys to success—keys that all influencers adhere to and that you can use to your own benefit: 1. Focus and measure. Influencers are crystal clear about the result they are trying to achieve and are zealous about measuring it. 2. Find vital behaviors. Influencers focus on high-leverage behaviors that drive results. More specifically, they focus on the two or three vital actions that produce the greatest amount of change. 3. Engage all six sources of influence. Finally, influencers break from the pack by overdetermining change. Where most of us apply a favorite influence tool or two to our important challenges, influencers identify all of the varied forces that are shaping the behavior they want to change and then get them working for rather than against them. And now for the really good news. According to our research, by getting six different sources of influence to work in their favor, influencers increase their odds of success tenfold.”
― Kerry Patterson, Influencer: The New Science of Leading Change

“change.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“I haven’t got the slightest idea how to change people, but still I keep a long list of prospective candidates just in case I should ever figure it out. —David Sedaris”
― Joseph Grenny, Influencer: The New Science of Leading Change

“most professionals progress until they reach an “acceptable” level, and then they plateau. Software engineers, for instance, usually stop progressing somewhere around five years after entering the workforce. Beyond this level of mediocrity, further improvements are not correlated to years of work in the field.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“look vigilantly for one or two actions that create a cascade of change.”
― Joseph Grenny, Influencer: The New Science of Leading Change

“Not everyone forgets to take measures and to do so frequently, but people still fail to create measures that generate the right kind of influence. They do so by measuring the wrong variable.”
― Joseph Grenny, Influencer: The New Science of Leading Change