The two interviewers leaned forward across the table and looked at Peter intently. "We are very impressed with your rsum and your recently completed MBA", the HR manager stated, "but the client training role that we have available is entry level. With your 10 years of sales and training experience and your education you seem rather overqualified and we are concerned." Peter shifted slightly in his seat then turned on his best smile as he answered the interviewer." do understand that I am overqualified for this job," he responded, "I have also heard that Reynold Solutions is a really great place to work and I know your CEO has some really interesting ideas for moving the company forward. I think I could do a lot of good here and I am willing to start in an entry-level job to get in the door as long as there are other opportunities down the road." The interviewers glanced at each other and nodded. "Well, that works for us," responded the HR manager. "You can start now, and I am quite confident that something more challenging that better matches your qualifications will come up within a year or so." "That sounds great." said Peter. "I look forward to coming on board." Eighteen months later, Peter was still in the entry-level training role which saw him travelling to different client sites each day to train their new employees on how use Reynold Solutions' document management systems. Peter was the first person with a degree in education who had served in the client trainer role. His formal knowledge about teaching and leadership had helped him make substantial improvements to the existing client training program. Peter's manager had commented several times about the significant increases in client satisfaction ratings that they had observed. Clients were especially impressed that Peter was so readily available to them; he even gave them his personal cellphone number. If they had a software question or problem at 9:00 PM or on a Saturday, Peter would answer his phone and cheerfully help, something that was neither expected nor required. Peter was sure that he had done everything he could to impress his new employers. As a result, he was particularly excited when his co-worker pointed out the new job that had been posted to the internal recruitment webpage (a special website for jobs posts internally with the intent of promoting from within). The posting was for a newly created position, director of Training. Previously, the company only had client trainers (an entry-level job) and HR generalists who took care of all employee training. The new directorship would report to the VP of Sales, making it a highly prestigious position within the corporate hierarchy. The director would be responsible for improving initial staff orientation and the training received by new hires in the Sales department. Reynold Solutions relied on its salesforce to grow its business. The director of Training would therefore be fulfilling an important role in the organization. Peter could not be more delighted. Afterall, he had an MBA and a degree in adult education plus he had over a decade of experience selling software solutions (although for companies other than Reynold Solutions). In fact it was his desire to get away from never ending sales ongtas and broaden his career choices that