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Whether you are a boss supervising a team or if you are a supervisor that is a part of a team, people can sense genuineness.  It is rare that a person will listen to someone who is fake, but people are much more likely to respond positively to authenticity.  Be very honest and genuine with your employees and coworkers, but also with yourself.  Share information about yourself to your staff that you think is appropriate so they know you on a slightly more personal level. Don’t pretend to be something you’re not.  Even if you are the boss, you are not perfect. Remember that people support what they help create.  Get others on your team involved in working on developing a plan for creating a more optimal environment to work in.  You could start by appointing different people to different tasks or you could lead a group discussion.  Ask your staff for input on the process from the beginning.  You don’t want to make decisions before understanding everyone’s concerns. Find out also what people are currently happy or content with in the office.  You might ask them verbally or have them complete an anonymous survey. Avoid using negative and insulting language around people; remember that you’re conversing with your team, not talking at them. Even when you’re disciplining individuals, learn to use constructive criticism instead of putting people down. Listen to what people have to say and compliment them when good work is done. It’s easy to criticize negative actions but things go right every day and shouldn’t be overlooked. Be sure to appreciate people for their good work daily and encourage other supervisors to do the same.   If you are part of the leadership team and you have to discipline someone, make sure to talk to the person one-on-one. Do not do this in front of other people. If you need to address a group of people about a problem, then arrange a group discussion and do not target any particular person during the conversation. If you have coworkers who don’t get along, set up meetings with them to work through their issues so that they don’t poison the positive environment you are trying to create. Meet with each one individually and listen to their concerns. People may share more in  a one-on-one setting than in a group setting. You might say “I have noticed that there is a bit of tension between the two of you.  I care about both of you and want you to have a positive work life.  What issues exist between the two of you that we can address and fix?” No one likes to deal with ambiguity or uncertainty.  Once a decision has been made to change your office, you must explain this new plan to your staff.  Make sure that you have taken their suggestions into consideration and you incorporate them in some ways so that you are communicating that you care about your staff.  But remember, that at the end of the day, you are the leader and it is your job to create a positive environment. For instance, if you are now requiring that everyone come in 30 minutes earlier every day, you will need to justify this with a reason as this will require more effort from your team. Your team will likely have quite a few questions if you are seeking to change the office and will want to give their input.  You should give them the respect of answering them.  You may feel a bit of pushback from them, particularly if you are making big changes.  Even small changes might meet some resistance because some people do not enjoy change.  The team may be accustomed to working under a certain set of circumstances, so give them some time to adjust to this newness. Be willing to listen to feedback about yourself as well and look for ways that you can grow and improve. Consider the root of the issues in your office.  You will need to work to develop changes that will improve these core issues, but sometimes, everything you try will not work.  Work with your team to identify what’s not working and talk to your mentors or others who you trust.  You may find, as well, that your methods aren’t working because of resistance from an employee or perhaps your entire team.  Sit them down to have conversations individually and together. If you are the boss, you may need to fire someone if they are continuing to be negative or insubordinate, but this should be a last resort.
Be genuine and authentic. Involve others in the process. Communicate positively. Work to address any negative group dynamics. Clarify your vision in detail. Answer questions. Experiment with different options.