“I offer the following model for control-sharing. If control is in some sense like salary, then control-sharing ought to be (or at least seem to be) proportional to salary. If you have ten people working for you and you make 25 percent more than each of them, then you get 125 “control points,” and they get 100 each. If control is exercised in those proportions—or seems to be—then Eve and all her colleagues will feel that their opportunities for growth are maximized. The trick is how to assure your own requirements of the organization with just those 125 control points. That is not a trivial task. (But then, whoever said that management was easy?)”