The questions for leaders would then be as follows, in relation to this dimension: • What is “the job that needs to get done” by the specialist? • What would you be looking for to assess whether the specialist is operating effectively in this role? • What does good performance look like? • What skills would they need to have to be successful? • Please describe a specialist with high performance versus one with lower performance—what do you see in their everyday work that makes the difference?
