On management, it&#x27;s tough to find good info - some is trite leaderhip strategies.  I tend to favor the order writings cause they&#x27;ve stood the test of time.  I keep this one saved and re-read it pretty regularly.<p><a href="http:&#x2F;&#x2F;philip.greenspun.com&#x2F;ancient-history&#x2F;managing-software-engineers" rel="nofollow">http:&#x2F;&#x2F;philip.greenspun.com&#x2F;ancient-history&#x2F;managing-softwar...</a><p>My team is remote, a couple of us been together 10 years and most of us at least 5 years.  My managing style I picked up from my mgrs in the company.  Pretty hands off.  Stars are stars and don&#x27;t need me meddling - so the general style - let them do their thing.<p>As far as the average or underperforming employee, I view my job not as trying to &quot;improve people&quot;.  I need to empower people.  As a leader you have some influence on your team, but I think that&#x27;s a bit overblown.  A person&#x27;s performance is really a result of their mindset.<p>Their IQ as well.  That&#x27;s important, but some people are just motivated for excellence, others not.  I think the key is - understanding where you have opportunities to influence this in your team members&#x27; and when not.<p>One thing I did notice - moving to a mgmt position.  It is very temptimg the idea to just get rid of them.  It&#x27;s tough but easier then getting someone truly hopeless to make the necessary effort to improve.