• Hire the right people. If you don’t hire the right people, I don’t care if you are the most talented person in the world, you will be a terrible manager. This rule is followed by many sub-rules—for example, to hire the right people, you must increase your choices.
  
  
•  Fire the wrong people. Many managers stay with the wrong people because of inertia or because they feel that they can change a person. Wrong, wrong, wrong. If you have ever had a person resign and felt relieved, that is a very bad management sign.
  
  
•  Let the right people know what their job entails. If you don’t set expectations, the first stage of miscommunication will have started. Great communication is a sign great leadership. If you fail to set the tone at the beginning, the world will never right itself.
  
  
• Help the right people do their jobs. Here is where your leadership skills are put to the test. From orientation to training to sales meetings to coaching and more, what are you doing to help put the right tools in the hands of your people? Are you adding value to their lives? It is not has hard as one would think—especially if you know what resources are at your disposal. For example, many managers think they have to train their people themselves. But they don’t have the time and training never gets accomplished. In reality, there is a multitude of ways to get the right training done.
  
  
• Let the right people do their job. If you think that a good manager “rides herd,” you have not followed the first four rules.  Most likely, it is time to start over. Wouldn’t it be nice to stay out of your people’s way and the job will still get done right?  

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