Servant Leadership - http://www.inc.com/magazine/20081201/how-hard-could-it-be-my-style-of-servant-leadership.html , similarly, what a leader should do is helping other to do better, not to be the best of the team - http://blog.vincentx.info/2012/03/onthings-manga-taught-me-leadership/ http://www.infoq.com/articles/what-do-you-look-for-in-a-servant-leader

Mentorship - http://www.javacodegeeks.com/2012/03/mentorship-in-software-craftsmanship.html

Keep focus, or lose -  http://googlesystem.blogspot.com/2011/10/how-steve-jobs-influenced-googles.html

The anti-pattern and suggestion about new joiner - http://5whys.com/blog/12-behavior-anti-patterns-you-will-face-as-a-software-team-l.html

Believe me, the objective was not to make decisions, but to create the right environment so that the right decision would be made.  http://tech.groups.yahoo.com/group/leandevelopment/message/1952

A nice set of questions to ask for a leader - http://jchyip.blogspot.com/2008/03/questions-on-influence-and-growth.html

In short, don't put your shoes on others' foot - http://www.inc.com/magazine/20080301/how-hard-could-it-be-lessons-i-learned-in-the-army_Printer_Friendly.html

4 types of leadership style, well, I think he model leadership a little too simple - http://softwarecreation.org/2007/what-is-the-best-leader-for-the-software-team/

Your experts are spending all their time mentoring novices. Therefore:

Put one expert in charge of all the novices, let the others develop the system. - http://gigix.agilechina.net/2010/2/25/organizational-pattern-day-care

What is the key Characteristics of great team - http://www.infoq.com/news/2011/01/characteristics-agile-org

This is very insightful obversation, in many time we look into something work in short term but not really solve the problem, a discussion about why so many people like micromanagement even if they know it is bad - http://www.thoughtclusters.com/2011/01/programmers-and-micromanaging/

http://www.adoptionofagile.com/2011/04/best-thing-you-can-do-for-your-team.html <- is provide required information, probably more transparent.

Don't make me think... but you have no business not allowing me to think if I choose to. - http://jchyip.blogspot.com/2011/08/allow-me-to-think-just-dont-make-me.html

How To Lead Clever People, actually I am double about this, let's see - http://business.in.com/printcontent/28632 http://business.in.com/media/images/2011/Sep/img_56852_wise.jpg

How to grow the leadership - http://www.jrothman.com/blog/mpd/2012/11/nurturing-leadership.html

他在公司的名言是「When you give, you get」。他在上海成立科研中心，大方讓上汽參與，他認為各懷鬼貽的氣氛不可能做出成績。合資公司理論上是獨立個體，合資公司員工應把合資公司利益放到最前，而不是自己原屬公司的利益，但很少人做得到。慢慢下來，上汽也逐漸對墨菲產生尊重。

在美國和上海工作過的GM員工，指上海GM的工作氣氛跟美國截然不同，甚至認為上海GM形成一套自己的文化，這套文化建基於信任。墨菲跟員工打成一片，工餘在家中安排活動，中美關係罕有地融洽。 http://www.thehousenews.com/finance/由傲慢製造的優秀企業/

10. 永遠記得，做出決定前要先綜觀全局。
9. 否定別人跟切換開關一樣容易。但你最好拼死抵抗這種衝動，因為你也曾經做過蠢事。你做過爛決定，然後學習、成長，別人也一樣。
8. 掃地、擦桌、關燈。哪裡有漏洞要補就去補——即便那很瑣碎、沒人會注意。你必須做這些事去造福你的產品、你的公司，以及所有你們團隊共同打造的，令眾人驚艷、神奇的事物。
7. 你無法做所有的事。閉上眼睛，向後仰倒，學會信任。
6. 顯然有某種更為有效的方法能處理你正在做的事。是什麼呢？在每天回家的路上反覆思考吧。
5. 找出總是在依賴你的人，想想要怎麼做才能協助他們，讓他們自力更生。或許你覺得當個壟斷市場的鮭魚供應商很重要，但如果小鎮的所有人都學會捕魚，便能將你解放出來去做別的事。像是學習種小麥，或是如何馴服那些可愛的小狼。
4. 別說任何對當下討論沒有貢獻的話。你的聲音並非悠揚到絕對必須被聽見。
3. 做得出最好的決定比不上處在得以確保做出更多最佳決定的流程。
2. 就像你經常發表意見那樣，多說感謝和鼓勵的話語。
1. 最重要的是：永遠要掃除障礙物。那怕只是玩玩手指、看看窗外的雲，也別讓你那愚蠢、幼稚的自我阻礙團隊前進的腳步。

http://www.inside.com.tw/2013/02/04/a-manager-s-maifesto

http://joeduffyblog.com/2014/02/12/software-leadership-6-read-every-checkin/

http://www.engineeringandcareering.co.uk/2014/10/leading-and-delegating.html

https://www.thekua.com/atwork/2014/10/top-5-mistakes-for-first-time-tech-leads/

http://www.yegor256.com/2015/01/08/morning-standup-meetings.html

How to lead with diplomatic - http://www.crucialskills.com/2015/05/how-to-be-both-assertive-and-diplomatic/

Dr. Nico Rose cites research that finds that happy people tend to be more effective leaders.  - http://www.forbes.com/sites/brettsteenbarger/2015/08/28/managing-your-money-managing-your-life-part-one/

https://www.infoq.com/news/2017/02/humility-positive-trait

https://medium.com/the-year-of-the-looking-glass/average-manager-vs-great-manager-cf8a2e30907d

https://simpleprogrammer.com/coaching-programmers/

Don't pretend - https://medium.com/featured-insights/techie-to-tech-lead-my-five-biggest-mistakes-fd7f4a2f1808

https://medium.com/swlh/the-new-rules-of-effective-leadership-d2f9d28a49fb

Being Glue - https://noidea.dog/glue

7 ways to delegate better and unleash your team’s full potential - https://www.fastcompany.com/91033622/7-ways-to-delegate-better-and-unleash-your-teams-full-potential

How to lead a team of senior engineers - https://blog.practicalengineering.management/how-to-lead-a-team-of-senior-engineers-8e8d69576d1e

技术管理者如何“好好说人话” - https://www.infoq.cn/article/yYylg1XRI0ZWdqh5AYYH

Rather than starting your criticism with a compliment, start by saying that you are going to dig into ways that your employee can improve their performance and that you’re giving this direct feedback because you know that with the right guidance they can improve. - https://www.fastcompany.com/91172419/the-secret-to-delivering-constructive-criticism-according-to-a-psychologist