Managers can do

Work on your own self-esteem, commit yourself to raising the level of consciousness, responsibility, integrity you bring to your work and your dealings with people, staff, subordinate, associates, higher ups, customers and suppliers.

When you talk with y9ur people, be present to the experience, make eye contact, listen actively, offer appropriate feedback, and give the speaker the experience of being heard.

Let the speaker know that you understand his or her feelings as well as statements, which is a ways of giving the speaker an experience of visibility.

Regardless of who you are speaking to, maintain a ton of respect, so not permit yourself a condescending, period, sarcastic or blaming tone.

Keep encounters regarding work task entered, not go ego centered, never permit a dispute to deteriorate into t conflict of personalities the focus needs to on reality, what is the situation? What does the work required? What needs to be done?

Give your people opportunities to practice self responsibly, give them space to take the initiative, volunteer ideas, attempt new tasks, expand their range.

If you make a mistake in your dealings with someone, are unfair or short tempered, admit it and apologize, do not imagine that it would demean your dignity or position to admit thinking an action you regret.

When the behavior of someone creates a problem, ask him or her to propose a solution, whenever possible, avoid handling down solutions but give the problem to the responsibility party, thereby encouraging self-responsibility, self-activeness and intensified awareness.’

Remember that great manger or leader is not one who comes up with brilliant solutions but who sees to it that his people come with brilliant solutions, a manager at his or her best, is a coach, not a problem solver for admiring children.

Find out what the central interests of your people are and whenever possible, match takes and objective with individual propositions give people an oppurnity to do what they enjoy most and do best, build on people’s strengths.

Stretch; your people, adding tasks and projects slightly beyond their know capabilities.

Educate your people to see problems as challenges and opportunities, this I one perceptive clearly shared by high achievers and by people of high self-esteem.

Teach that errors and mistakes are oppornities for learning.

Write letters of commendation and appreciation to high achiever.

Set a standard of personal integrity keep your promises, honor your commitment, deal with everyone fairly.