Managers of law departments may think they are doing the right thing when they focus on selecting the right person for a position. But some researchers, cited in the Financial Times, Aug. 11, 2005 at 7, argue that it is the position that is structured for high performance. The article commends control, accountability, influence and support as the pillars of a position.
My understanding of this pronouncement is that if you thoughtfully design and empower a position in a law department, you have advanced your cause more than if you leave those essential details vague and focus on placing a talented person in an ill-defined position. (But see my post of July 31, 2005 for the claim that Emotional Quotient (EQ) most significantly determines job success.)