Promotion Criteria Quotes

As a general rule, it may be affirmed that the man who never intrigues for office may be most safely entrusted with office...Such a man cannot desire promotion unless he received it from the respectable part of the community, for he considers no other promotion to be honorable.

Leadership used to be about ideas, setting an example and doing the right thing. Today, if you make enough money for the firm (and are not currently an ax murderer) you will be promoted into a position of influence.

You need to earn the right to promote.

Nobody is entitled to a promotion to the Supreme Court.

In the future, those who are not coaches will not be promoted.

In my career, I've had people talking about different things many times, but then not get nominated.

Though the first admission to government employment be decided by competitive examination, it would in most cases be impossible that subsequent promotion should be so decided: and it seems proper that this should take place, as it usually does at present, on a mixed system of seniority and selection.

Research shows that women at that mid level tend to get promoted based on performance, and men tend to get promoted based on potential.

Everyone acknowledges that there is a political part to tenure, but no one likes to admit it.

When there are hiring decisions and promotion decisions to be made, people are hungry for data.

People who are coaches will be the norm. Other people won't get promoted.

You want your assistants to move up. But you want it to be a hard decision. You want them to only be willing to leave if they're walking into a dream situation. You don't want money to ever be a factor.

I get a lot of offers, but I'm pretty picky about what I promote.

Unless a group of workers know their work is under surveillance, that they are being rated as fairly as human beings, with the fallibility that goes with human judgment, can rate them, and that at least an attempt is made to measure their worth to an organization in relative terms, they are likely to sink back on length of service as the sole reason for retention and promotion.

In a hierarchy every employee tends to rise to his level of incompetence ... in time every post tends to be occupied by an employee who is incompetent to carry out its duties ... Work is accomplished by those employees who have not yet reached their level of incompetence.

If you're a UFC guy, if you're a company guy, if the company likes you, they're gonna do the right thing, in terms of promoting you. They're gonna promote who they want, they're not going to promote the people they think can't get to that next level and can't help bring the company a lot more money and bring them into other avenues.

The saying in business is that, 'You hire for skills and you fire for behavior.' And one would argue that in order to move up in career, to be promoted, to take on additional responsibility, in many ways that's linked more to the attitudes and behaviors that you carry rather than what you know technically about a given subject.

I established the rule that once we hire an employee, his school records are a matter of the past and are no longer used to evaluate his work or decide on his promotion.

Often, what I tell a new CEO asking for advice, or one of my own new leaders, is the two most important decisions that your team is going to watch is the first person you hire and the first person you promote - because you are saying that's the type of person I want.