Consider . . .

You have been given an offer by a small company's Executive Vice President, to whom you would report. Do you begin negotiating before you meet the owner?

An offer is extended to you with the comment, "We're lower on salary than we discussed, but I will make it up in next year's raise." Should you trust this verbal promise?

You have an offer to head a small, private company whose owner has been out of sync with current trends. What are the questions you need to be asking? What are the critical points of agreement?

Reflect . . .

There is always a certain excitement when you receive an offer. This is especially so if you have been searching for some time, or if you are about to be downsized, or if the job seems to be a "dream" job. There is a certain flattery, and emotion can run high. The excitement may build as others who are supporting you voice their opinion. You realize a decision must be made, and suddenly many questions surface. There is ambiguity, perhaps some confusion. How do you sort all of this out in a rational and timely manner?

Certainly the first question to answer deals with trust. Do you trust the players? Do you have reason to trust the person you would report to, the leaders of the company and the owners of the company? Since trust is the basis for any relationship, this is a critical question. The question takes on more importance if the company is small and/or privately held. Do your due diligence. Depending on your level and position you may request to "see" the books and perhaps speak with the company's outside accountants, bankers, vendors and customers. Assure the company's management that you will sign papers of nondisclosure. If you meet with resistance when your request is legitimate, move cautiously.

Perhaps the second question is one of competency. Do you believe that your boss and others above you are competent in their roles and in carrying out their responsibilities?