Creativity Versus Innovation – A Friday Funny
By Michelle Malay Carter on December 7, 2007
Creativity is the bursting forth of new ideas.? Innovation is putting them into application.? Many creative people have no interest in the application of their ideas.?? Their satisfaction comes solely from the creation of the idea.? If you are a manager creating a team, keep in mind that you need both.? All talk with no […]
Filed Under Employee Engagement, Managerial Leadership, Personal Observation | 2 Comments
Snappy Boring Quotes from Timothy Ferriss
By Michelle Malay Carter on December 4, 2007
I’ve talked about the fact that 20% of workers are underutilized and bored.? Further, we often fiind that many higher level jobs within organizations are not “fully loaded”. ?Meaning although an employee might be matched to his job on paper, much of the employee’s time is spent doing tasks that are substantially lower in complexity […]
Filed Under Employee Engagement, Managerial Leadership, Personal Observation, Talent Management | 7 Comments
Innovation Snobbery is Not Serving Organizations
By Michelle Malay Carter on December 2, 2007
Harvard Business Online has posed the question, what is management?s role in innovation?? I ask, what isn’t management’s role in innovation? Executive management?s role is to ensure that it institutionalizes the?expectation that managers will lead the continuous?improvement of their teams AND that time is allotted?for them to lead?improvement initiatives.? Innovation should be an expectation of […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization | 4 Comments
Executives Wash Their Hands of System-Level Accountability for Employee Engagement and Managerial Leadership
By Michelle Malay Carter on November 28, 2007
I saw an article entitled, What does Leadership Development have to Do with Employee Retention?? In it, there is a list of what direct reports want from their leaders.? It is not much different than anything I have said here: 1. A clear and definite objective. 2. Resources needed to get the job done. 3. […]
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Behavioral Based Interviewing Discriminates Against Your Target Market
By Michelle Malay Carter on November 26, 2007
Yes, behavioral based interviewing is an exceptional way to clarify a candidate?s experience and to gain a view into their values and preferences, and as such, it has a place in the interviewing process; however, it is not a tool for predicting potential. The premise behind behavioral interviewing is that the most accurate predictor of […]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management | 9 Comments
Friday Cubicle Freakout – Who Says Employees Aren’t Engaged at Work?
By Michelle Malay Carter on November 23, 2007
To those Americans who are stuck working on the Friday after Thanksgiving, or for those who want to do anything but their job right now, try Cubicle Freakout.? Warning!! This game has sound. My high score was 92%.? Let me know your score.? And, just curious, have you ever destroyed anything at work? Thanks to […]
Filed Under Employee Engagement | 2 Comments
Systematically Poisoning Employee Engagement
By Michelle Malay Carter on November 19, 2007
Before we were aware of the existence of bacteria, viruses, and cancer cells, disease was thought to be a curse from God.? Sick people were told sickness was their fault and the resolution of the issue was up to them.? As such, the remedies of the day included repenting, praying, and making peace with the […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management | 5 Comments
Why Isn’t your Boss’s Boss Firing Your Bad Boss? More System-Level Issues
By Michelle Malay Carter on November 18, 2007
I’ve read quite a few articles lately advising unhappy employees to “fire their boss”.? This is easy for the employed to say, and it makes career gurus feel like they are helping disenchanted employees by empowering them.? It is a valid coping strategy for individuals, but it doesn’t address the system-level issue that caused the […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | Comments Off on Why Isn’t your Boss’s Boss Firing Your Bad Boss? More System-Level Issues
A Gift for Those Who Hate Their Job
By Michelle Malay Carter on November 16, 2007
I love consulting and blogging.? The fact that?neither is?illegal, sinful, or fattening is just mind boggling to me.??Furthermore, it’s amazing to get paid to say the very things my former bosses told me to stop talking about! For those of you who have not yet found a job that does not feel like work, I […]
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It’s a Small World After All: Micro Solutions for Macro Organizational Problems
By Michelle Malay Carter on November 15, 2007
Michael McKinney?reviews the book,?Optimizing Luck on his informative Leading Blog.? I haven’t read the book, but for the most part, I agree with Michael’s commentary and the overall premise of the book.? ?It’s the last paragraph of the post, which is an excerpt from the book, that pains me.? Once again, we are thinking too […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Requisite Organization, Talent Management | Comments Off on It’s a Small World After All: Micro Solutions for Macro Organizational Problems
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