<transcript><audio_157>somebody that really believed in people and uh he have some kind of um that they need to have the power so he started doing this distribution of power when it comes to</transcript><transcript><audio_158>decisions and he understood that this is not need to be by higher managers and when we ask him and we have been interviewing him several times and seeing his work and this thing he have</transcript><transcript><audio_159>six different um points the things that kind of insight um how to to manage that and the first one was considering that the staff is really the company most valuable</transcript><transcript><audio_160>asset the second is that the staff really have a knowledge but third that they have the ability four is that they really want to do good work the fif is that realize that they</transcript><transcript><audio_161>stuff not always are given the opportunity to show that they are really capable of and the last one was to create insight and consensus and give the staff the opportunity to show what</transcript> somebody that really believed in people and uh he have some kind of um that they need to have the power so he started doing this distribution of power when it comes to decisions and he understood that this is not need to be by higher managers and when we ask him and we have been interviewing him several times and seeing his work and this thing he have six different um points the things that kind of insight um how to to manage that and the first one was considering that the staff is really the company most valuable asset the second is that the staff really have a knowledge but third that they have the ability four is that they really want to do good work the fif is that realize that they stuff not always are given the opportunity to show that they are really capable of and the last one was to create insight and consensus and give the staff the opportunity to show what
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