Positive words are the glue that holds relationships together.

The single biggest threat to our own wellbeing tends to be ourselves.

From the cradle to the cubicle, we devote more time to our shortcomings than to our strengths.

We must find ways to celebrate people's lives and contributions while while they are still alive. We need far more celebrations of life ... even before people know they are dying.

Team members care about one another, listen, share secrets, talk about the latest news, have heated arguments, are sometimes jealous of each other, and even cry together.

When you ask people about what they enjoy doing, time spent with the boss is even worse than time spent cleaning the house. So this suggests that there are a lot of leaders out there who are not doing an adequate job.

The pursuit of meaning, not happiness, is what makes life worthwhile.

What works for one person's needs is almost always very different from the next.

The lesson here is clear: If you want people to understand that you value their contributions and that they are important, the recognition and praise you provide must have meaning that is specific to each individual.

If you spend your life trying to be good at everything, you will never be great at anything.

Every day, I read about new ideas and research that could help someone I care about live a longer and healthier life.

The most successful people start with dominant talent--and then add skills, knowledge, and practice to the mix. When they do this, the raw talent actually serves as a multiplier.

Although individuals need not be well-rounded, teams should be.

It's unrealistic to expect the person you go to for sage advice also to be the person you go out and have a good time with. And it's unlikely that he or she will be the same person who's pushing you and motivating you to do more every day, like a coach or manager does.

If my colleagues stop eating donuts and are more active, it saves me money on next year's insurance premium, and I get to work with people who have more energy and creativity each day. Yet most organizations fail to make health a cultural priority. Instead, they treat healthcare like any other expense.

Having fewer unhealthy days and, in turn, more days when you have the energy to get things done is probably the global constant through which businesses and individuals can think about the quantifiable upside of increasing wellbeing.

I always thought there were some people who were just destined to be disengaged in their jobs because that was their personality, and no matter how hard managers tried, there wasn't much they could do with some of those people.

Wanting a more positive environment isn't enough. You need to do something, and it doesn't require a great deal of effort or some huge change in the way you approach things at work.

Through this qualitative research, we learned that all teams need to do three very basic things: Create, Operate, and Relate. If a team is lacking in any one of these three major functions, it is almost impossible for the group to be effective, let alone thrive.

When we can see an immediate payoff, we are more likely to change our behavior in the moment. This aligns our daily actions with our long-term interests.