{Excerpt} In the 21st century, managers are responsible for the application and performance of knowledge at task, team, and individual levels. Their accountability is absolute and cannot be relinquished. In a changing world, successful organizations spend more time, integrity, and brainpower on selecting them than on anything else. The right stuff are inspiring, caring, infusing, and initiating managers who go about their business quietly, on the word of Henry Mintzberg. Warren Bennis, always keen on leaders, sees them as white knights who can somehow herd cats. Most people would be happy with either variety. Indeed, they would be happy with any of the prototypical characters drawn in management textbooks. But the fact is that such high-caliber material is not available for nearly all organizations. So it is important to make the most of what organizations do have and to spend, therefore, more time, integrity, and brainpower on making people decisions than on anything else. There are good reasons for this: experience shows that one in three promotions ends in failure, that one in three is just about effective, and that one in three comes to pass right. The quality of promotion and staffing decisions reveals the values and standards of management and whether it takes its duties seriously.