Donnie Berkholz

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It starts out with a statement of the major contributions expected from a man in his past and present positions and a record of his performance against these goals. Then it asks four questions:             a. “What has he [or she] done well?”             b. “What, therefore, is he likely to be able to do well?”             c. “What does he have to learn or to acquire to be able to get the full benefit from his strength?”             d. “If I had a son or daughter, would I be willing to have him or her work under this person?”         i.          “If yes, why?”         ii.        “If no, why?”
The Effective Executive: The Definitive Guide to Getting the Right Things Done (Harperbusiness Essentials)
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