Managers and team leaders, who want certain qualities in their employees and teammates, must provide an example for their followers.  If examples are not provided, any rhetoric encouraging certain policies or attitudes will seem hypocritical to those observing management behaviors and company Reward systems.  It is important to remember good examples can have great influence.

"Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers." 
- Robin Sharma

Below are 9 tips to help leaders provide an example to their followers.

1. Respect others by showing up on-time for meetings, whether you are the meeting planner or an attendee.  Do not make them wait for you.  Managing your time and acknowledging the importance of the time of others shows a mutual respect.
2. Listen actively by asking questions to increase understanding, engagement, and involvement.  Showing that you are listening encourages dialogue, problem solving, and mutual commitment.
3. Delegate appropriately by giving assignments to people who have the necessary talents and knowledge.  But be aware of people who want to gain skills and pair them up on tasks with a skilled persons willing to train them.
4. Build trust by taking joint responsibility for team failures rather than trying to assign blame.  Perhaps they did not understand your directions or assumptions were made about what was expected.  If you want them to be accountable, you must also be.
5. Take risks in your work and what you expect from your followers.  Reward their courageousness while acknowledging that current failure may lead to improvement and better problem solving in the future. Do not be afraid of change and teach others not to be as well.
6. Provide options for doing a job or resolving a problem rather than giving step-buy-step instructions.  Allow your team to find creative methods that solve their problems or get the job done well and quickly.
7. Be consistent in how you communicate and appreciate.  Use company rewards liberally to acknowledge team jobs well done.  Use punishment rarely, instead acknowledge what was done wrong and what type of improvement needs to occur.
8. Remove barriers and do not be a barrier to your employees and teams getting their work done.  Make sure your employees and teams know you are there to help them move forward and improve any situation that come up. 
9. Work hard and let your team see you doing it.  If you are unwilling to help out when the going gets tough, how can you expect your employees to do so.