A common difficulty faced by business managers is when the behaviour of a teammember
conflicts with established desirable practice. How does a good leader handle such an issue? One effective angle is to lead by example: instead of waiting for a problem to develop, take a proactive approach in heading it off with reference to clearly laid out guidelines. If a problematic situation does develop, controlling it can be made simpler by invoking existing values from a mission statement which has been set out in advance. A good team will always put the needs of the organisation first. Taking such an approach gives the team a sense of personal involvement whichencourages them to feel part of the organisation's mission, internalising the needs of the group rather than feeling a sense of externally imposed obligation. It provides team
members with a greater sense of personal control, the sense that they have contributed
individually, and by choice, to the well-being of their organisation. To achieve this, a manager must have a good understanding of the way individual people communicate – a flexible approach is essential, using real-life practical examples relevant to each team-member's particular experience.

In a new study of 3,000 employed men in the 19-70 age range over a period of 10 years, researchers found that those working for inconsiderate bosses were more likely to suffer from stress and stress-related illness than those working for more considerate and enlightened bosses. Previous research had shown that employees with inconsiderate bosses suffered from high blood pressure, which is known to increase the risk of heart disease. In this latest survey the researchers asked employees to assess the competence of their bosses as leaders. They found that those who had categorised their boss as incompetent were 25% more at risk of serious heart disease and that this level of risk increased the longer they continued to work for the same boss. The statistics took into account external factors such as social class, educational background, lifestyle and any existing illness. The researchers recommended that should their findings be confirmed, managers should be given training to help them improve their working relationships