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John McPhillips <j -dot- mcphillips -at- UWS -dot- EDU -dot- AU> said:
> Let people be "top performers" if they want to, but remember that in
> a big organization, a "top performer" can't always be one if they
> are let down by bad management decisions and unresolved conflict.
> If a manager is willing to back up his/her people when the chips are
> down, that's when a top performance really means something.
It would be interesting to turn it around at the interview and ask
"Is my future manager a 'top performer'? What is it that makes him/her
a top performer?"
Cue mouth-flap-fluster.
Of course if I were really looking for a job, perhaps I would not be
so brave.
Regards
---
Stuart Burnfield What the critics had to say about
PO Box 192 Leederville Stuart Burnfield:
Western Australia 6903 "...nasty, brutish and short"
Hobbes "Leviathan"
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