Supervisors are given free reign to carry out the objectives of their departments. Management doesn’t overlook their work in a micro management sense. Two-way communication is utilized to determine how things are coming along and to align performance with leadership expectation. Staff is encouraged to be self-starters and to take the initiative in their work without the need to look for direction at each and every turn. In short, they “don’t need permission to do the right thing”. When an employee begins work at FSP, their “state of readiness” is low and managers must be more involved with helping them with their work activities, decision-making, and priority setting. As this state of readiness improves, employees are delegated more work to accomplish work independently. FSP’s leaders are constantly watching this “state of readiness” to make sure that the right level of involvement with the employee is achieved and that this work is appropriately aligned with other activities.