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n Are our best people constantly challenged to perform and proud to
accept the challenge?

n Do all our stakeholders, shareholders (stockholders – USA),
employees, suppliers, distributors, customers and the community
that we serve, act as advocates for our business?

n Am I personally proud of what we achieve here?
n Am I effective in communicating that pride to others? (Webster’s

used to define communication as the transfer of meaning. The
transfer of feeling is equally important.)

Summary

I The job purpose is a clear but concise statement of why the firm is
I prepared to pay the costs of employment of any individual. Major
I accomplishments show what must be done to achieve the job
I purpose. Standards show how well they must be performed. Job
I purpose, major accomplishments and job performance standards
I must be the same for all holders of the same job, regardless of
I experience. The effective manager needs to understand all three,
I as does the employee. After the job purpose is achieved, the
I motivated employee will deliver more, much more. Any failure to
I understand means that the employee will deliver something
I different – much different and usually much worse.
I In addition to knowing what is expected of him or her, the
I employee must be provided with the tools to do the job, an
I environment as free as possible of task interference and timely
I feedback on performance.

Should we advertise? – if so, where?

Ask your HR or other appropriate managers:

n Do we need to advertise or are you aware of suitable candidates?
n If we have a policy of advertising all positions internally first have

we done that – with what results?
n Have we interviewed all internal applicants?
n What is the quality of internal applicants?
n If no-one satisfactory has applied why not? (Some years ago I was

headhunted by a very angry company chairman to head their
executive development operation after he had been told, to his
utter disgust, that there was nobody in the organization ready to
step into the Managing Director’s shoes. He was right to be angry.
Succession planning is a key responsibility at every level. It is also
a prerequisite of getting yourself promoted.)

40 Key management questions