I AM Communicating, Now What?
By Michelle Malay Carter on August 18, 2008
Blog after leadership blog.? Book after leadership book claims to have found the Holy Grail of Leadership and Followership (engagement).? In case you’ve missed it, I will reveal it here. Are you ready? ?Communication!? My Invoice is in the mail. Now, go ask 100 managers if they do a proper job of communicating at work.? […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Work Levels | 11 Comments
Distracted from the Mission – A Friday Funny
By Michelle Malay Carter on August 1, 2008
How much time do you spend a work negotiating and renegotiating with peers and colleagues in order to get your work done?? What if we systematized specifying role relationship accountabilities and authorities into job descriptions, leaving the people free to do their work without the constant relationship strategizing? Defining Role Relationships For example:? A human […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Requisite Organization, Strategy | 2 Comments
Work Signs – A Friday Funny
By Michelle Malay Carter on July 25, 2008
Thanks to NoolMusic.com for their list of funny signs. On a plumbers truck: ‘We repair what your husband fixed.’ On the trucks of a local plumbing company: ‘Don’t sleep with a drip. Call your plumber.’ Pizza shop slogan: ‘7 days without pizza makes one weak.’ At a tire shop in Milwaukee: ‘Invite us to your […]
Filed Under Employee Engagement, Requisite Organization, Strategy | 2 Comments
Are You Making Your Employees Choose? I’m OK. You’re OK. Let’s Fix the System
By Michelle Malay Carter on July 21, 2008
The best thing we could do for employees to build engagement is simply get out of their way.? We have lived with conflicts of interest in the system for so long, they have disappeared into the landscape.? We simpy accept them, and no longer question their effects on our employees’ psyche or our business’ effectiveness. […]
Filed Under Corporate Values, Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | 10 Comments
Clueless Candidates – A Friday Funny
By Michelle Malay Carter on July 18, 2008
Thanks goes to InBox Humor?for its list of things not to say or do during an interview – as gathered from the real life experiences of hiring managers.?I don’t like labels, but clueless just seems to fit here.? I’ve done interview preparation training, and?I naively thought that some things?just go without saying.??After reading this,?I’ll have […]
Filed Under Employee Engagement, Requisite Organization, Talent Management | Comments Off on Clueless Candidates – A Friday Funny
Titles Are Useless for Benchmarking or Measurement Purposes
By Michelle Malay Carter on July 16, 2008
From the Mailbag I received an inquiry at the PeopleFit site asking about whether we had a database of role mandates by title – CEO, CFO, CIO, HR manager – available for subscription.? And the inquiry was coming from?someone inside?a global business consulting group. Specifically, the request was for:? “Role mandates, describing individual and shared […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management, Work Levels | 4 Comments
Driving Ineffective Productivity
By Michelle Malay Carter on July 9, 2008
The problem with blind ambition toward measuring performance is that systems drive behavior.? When cold calculations take the place of managerial judgments, the system is sending a message.? “We don’t have time to look at the prevailing circumstances surrounding your work situation to judge whether your problem solving and decision making was effective, just make […]
Filed Under Accountability, Corporate Values, Employee Engagement, Managerial Leadership, Requisite Organization, Strategy, Talent Management | Comments Off on Driving Ineffective Productivity
Models Drive Diagnosis and Cure – Are You Committing Organizational Malpractice?
By Michelle Malay Carter on July 7, 2008
Last week, I listed ten requisite managerial leadership behaviors (below)?from the Requisite Organization model.? -Two way managerial teamworking -Context setting -Planning -Task assignment -Personal effectiveness appraisal of direct reports -Merit review -Coaching -Selection and induction -Deselection and dismissal -Continuous improvement Systems Drive Behavior – Check Here First Assuming your leadership system is designed to elucidate, […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Requisite Organization, Talent Management, Work Levels | 2 Comments
What Does Managerial Leadership Look Like? A Requisite Approach
By Michelle Malay Carter on July 2, 2008
Elliott Jaques’ Requisite Organization model does a great job of defining a set managerial leadership behaviors which, within a Requisite Organization leadership framework,?would become explicit accountabilities of all managers.? Two way managerial teamworking Context setting Planning Task assignment Personal effectiveness appraisal of direct reports Merit review Coaching Selection and induction Deselection and dismissal Continuous improvement […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | 2 Comments
Why Perfect Candidates Still Fail on the Job
By Michelle Malay Carter on June 29, 2008
Recruiting Effectiveness Metrics I recently read?a blogger proposing that recruiters should be measured not only by how many slots are filled or how quickly the slots are filled, but also by the first year’s performance of the candidates they place.? I agree that how many and how quickly will not tell the whole story, but […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
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