I agree to all of this and add the following:

When you delegate responsibility for doing something, also PUBLICLY delegate
the corresponding level of authority to get it done.  Always publicly back
up your employee (even if you disagree) and then iron out the "next time
let's handle it like THIS" issue later, tactfully, in private.

Learn to effectively communicate your standards (rather than issuing
directives or following around checking up on your employees), then let it
go.  If it's something you absolutely cannot stand not being done "your
way", then don't delegate it--do it yourself.

Management = GETTING THINGS DONE THROUGH PEOPLE.
Leadership = INSPIRING PEOPLE TO DO WHAT YOU WANT DONE.

Julia "learned from experience on both sides" Moore
Director of Exhibitions and Artist Services
Indianapolis Art Center

-----Original Message-----
From: Museum discussion list [mailto:[log in to unmask]]On
Behalf Of Wesley Creel
Sent: Monday, January 28, 2002 4:37 PM
To: [log in to unmask]
Subject: Re: what is your management style?


Good Afternoon Alessandra,
(In 100 words....more or less)
A good manager:
1.)  Tells staff what to do when to do it (in priority order);
2.)  Lets staff figure-out how to do it (manager then learns to "live" with
it);
3.)  Shares with staff as to why they are doing it;
4.)  Is the staff's primary cheerleader and coach;
5.)  Listens and responds to staff concerns with empathy;
6.)  Strives to maintain or enhance the staff's self esteem;
7.)  Asks for help in solving institutional problems;
8.)  Gives credit to staff when they have done well;
9.)  Follows the 12 points of the Scout Law; and
10.) Makes decisions carefully and communicates them ASAP, and keeps memos
to one page, e-mails to less than 100 words (more or less)....and all
meetings need an agenda and should be as short as possible.

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