the point of educating instead of blaming seems to me very important. For nothing stultifies one more than being blamed. Moreover, if the question is, who is to blame?, perhaps each will want to place the blame on someone else, or on the other hand, someone may try to shield his fellow-worker. In either case the attempt is to hide the error and if this is done the error cannot be corrected.

Management is the art of getting things done through people.

the best leaders try to train their followers themselves to become leaders. ... they wish to be leaders of leaders.

Leader and followers are both following the invisible leader - the common purpose. The best executives put this common purpose clearly before their group. While leadership depends on depth of conviction and the power coming therefrom there must also be the ability to share that conviction with others, the ability to make purpose articulate. And then that common purpose becomes the leader.

Another idea that is changing is that the leader must be one who can make quick decisions. The leader to-day is often one who thinks out his decisions very slowly.

Power-over is resorted to time without number because people will not wait for the slower process of education.

That is always our problem, not how to get control of people, but how all together we can get control of a situation.