Effective leaders operate with three different styles: manager-as-technician, manager-as-conductor, and manager-as-developer. The first two work well if the manager remains a hero, but this heroic style diminishes the subordinates' own capabilities and confidence and is counterproductive to change. The post-heroic manager, or manager-as-developer, makes the group responsible for successful change. By using a shared-responsibility approach, the manager develops the group members' abilities to aid the change process. Within the post-heroic management model, the following five steps should be followed to obtain change: stimulation, initiation, legitimization, decision, and action. Stimulation requires the manager or an appropriate group member to indicate interest in the need for an idea or innovation. Once interest is created in the idea, the process of initiating the new idea into the organizational system can occur. Those in power must then legitimize the innovation so that other group members will be more likely to provide a favorable hearing for the change. Finally, the decision to act and the execution of the idea both involve full participation by members. (SRT)