“There must be more,” Alicia repeated. “If it is NOT Joe’s role to motivate his team members, then how is he supposed to make sure the work gets done? I understand Joe will be held accountable for the results of his team. It has to be more than who he picks to be on his team?”

“Yes, there’s more, but would you agree that it matters who Joe selects?”

Alicia nodded, “Yes.”

“And as Joe selects his team, with your help, as Joe’s manager, what are the criteria that he must select for?”

“First, he has to look at their skill set.”

“And can we train those skills that are necessary?” I asked.

“It depends, some things we want general experience, but we would certainly train on our specific methods,” she replied.

“And what else? Remember, if it is NOT Joe’s job to motivate, what must he interview for?”

“Well, then, they have to be interested. I mean, interested in the kind of work that has to be done.”

“Okay,” my turn to nod. “And tell me, Alicia. If Joe is successful in finding a candidate with a high level of interest in the work we do here, how much time will Joe have to spend motivating his team?”