When I think about the roles of managers, I reflect on the processes of the “top to bottom” approach of driving a team. In the past, the typical structure of a company was based on a hierarchy system that did not encourage employees to take ownership of their roles. This structure can lead to a decrease in creativity in your staff as well as diminishing their personal empowerment. This regimented hierarchy system is limiting and creates stagnation in companies. When you empower people who to take ownership of their role and be proactive in leading themselves and the team to success, you create strong productive leaders. Take the example of Mark Shapiro and how he turned the Six Flags Amusement Park chain around.