The 12 Golden Rules of Leadership

1.Set a good example. Your subordinates will take their cue frome you. If your work habits are good, theirs are likely to be too.

2.Give your people a set of bojectives and a sense of direction. Good people seldom like to work aimlessly from day to day. They want to know not only what they're doing but why.

3.Keep your people informed of new developments at the company and how they'll affect them. Let people know where they stand with you. Let your close assistants in on your plans at an early stage. Let people know as early as possible of any changes that will affect them. Let them know of changes that won't affect them but about which they may be worrying.

4.Ask your prople for advice. Let them know that they have a say in your decisions whenever possible. Make them feel a problem is their problem too. Encourage individual thinking.

5.Let your people know that you support them. There's no greater morale killer than a boss who presents a subordinate's ambition.

6.Do't give orders. Suggest, direct, and request.

7.Emphasize skills, not rules. Judge results, not methods. Give a person a job to do and let hime or her do it. Let an employee improve his or her own job methods.

8.Give credit where credit is due. Appreciation for a job well done is the most appreciated of "fringe benefits."

9.Praise in public. This is where it will do the most good.

10.Criticize in private.

11.Criticize constructively. Concentrate on correction, not blame. Allow a person to retain his or her dignity. Suggest specific steps to prevent recurrence of the mistake. Forgive, and encourage desired results.

12.Make it known that you welcom new ideas. Noidea is too small for a hearing or too wild for consideration. Make it easy for them to communicate their ideas to you. Follow throgh on their ideas.

The Seven Sins of Leadership

On the other hand, these items can cancel any constructive image you might try to establish.

1.Trying to be liked rather than respected. Don't accept favours from you subordiantes. Don't do special favours in trying to be liked. Don't try for popular decisions. Don't b soft about discipline. Have a sense of humour. Don't give up.

2.Failing to ask subordinates for their advice and help.

3.Failing to develop a sense of responsibility in subordinates. Allow freedom of expression. Give eavh person a chance to learn his or her superior's job. When you give responsibility, give authority too. Hold subordinates accountable for results.

4.Emphasizing rules rather than skill.

5.Failing to keep criticism constructive. When something goes wrong, do you tend to assum who's at fault? Do you do your best to get all the facts first? Do you control your temper? Do you praise before you criticize? Do you listen to the other side of the story?

6.Not paying attention to employee gripes and domplaints. Make it easy for them to come to you. Get rid of red tape. Explain the grivance machinery. Help a person voice his or her complainant. Always grant a hearing. Practise patience. Ask a complainant what he or she wants to do. Don't render a hasty or judgment. Get all the facts. Let the complainant know what your decision is. Double-check your results. Be concerned.

7.Failing to keep people informed.