Positive Manifestations of Overhiring and Underutilization
By Michelle Malay Carter on May 14, 2008
Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney Spears. Two examples […]
Filed Under Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
When To Overhire – An Exception to My Rule
By Michelle Malay Carter on May 12, 2008
Talent Pipeline Development My posts last week on over hiring stirred many comments. Thank you! Bloggers love comments. And you, my astute readers, sniffed out the one instance when you might choose to over hire – when you are preparing for growth. A Conscious Choice not an Ignorant One However, overhiring as a conscious choice […]
Filed Under Corporate Values, Employee Engagement, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 5 Comments
Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
By Michelle Malay Carter on May 11, 2008
Still a few seats left… Who and What Will Work, When, and Why: Using a Requisite Model to Enable Effectiveness and Engagement June 4, 2008 Regus Corporate Center, Meridian Parkway, Durham 8:30 am – 11:30 $150 – Click to Register and Pay Online-Scroll to Bottom of Page Many mainstream management models focus on fixing individual […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
What to Do with Our Cognitive Surplus? A Friday Funny
By Michelle Malay Carter on May 8, 2008
Paul Hebert at Fistful of Talent does a nice job of summarizing the issue of “cognitive surplus” that he ran across on Barry L. Ritholtz’s The Big Picture blog.? One in Five Employees is Underutilized These ideas line up nicely with my posts this week and our research that says 1 in 5 employees is […]
Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 6 Comments
Hiring Advice for Seth Godin – Beware of Six Month Syndrome
By Michelle Malay Carter on May 8, 2008
Working Interviews Kris Dunn at HR Capitalist resurfaced an idea put forth by Seth Godin a while back – when interviewing a candidate, rather than chatting, you should make them work. Copywriters should copywrite. Widget designers should design widgets. A Good Idea – With a Caveat, Hirer Beware I have no problem with this, and […]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 6 Comments
Hiring Star Performers Can Be a Mistake – The Dangers of Overhiring
By Michelle Malay Carter on May 7, 2008
With all the buzz about hiring the best and the brightest, few people talk about the downside of overhiring. Overhiring Trumps Underhiring Our data shows one in five people is in a role that does not tap their full capacity, i.e. they’ve been overhired in a role. In contrast, only 15% are slotted in roles […]
Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 11 Comments
If You’re Happy and You Know It, Will It Last?
By Michelle Malay Carter on May 5, 2008
I’m finally reading Upping The Downside. The first half of the book features articles by a variety of authors. At least two discuss the concept of feel-good happiness versus values-based happiness as coined by Dr. Steven Reiss. Feel-Good Happiness Americans consume as a means of chasing feel-good happiness like a drug addict desperate to score […]
Filed Under Corporate Values, Employee Engagement, Organization Design, Talent Management | 4 Comments
Operationalizing Innovation – Accountabilities by Work Level
By Michelle Malay Carter on April 28, 2008
I’ve said before that innovation should be an expectation at all levels, but innovation will look different at different work levels. All work has creative elements to it. Current Operations Versus Strategic Innovation at the bottom three levels of the organization will add value to current operations. Levels 4 and up should be adding “strategic” […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Work Levels | 3 Comments
Judging Employee Potential Is Easy – Making Meaning of the Shades of Gray
By Michelle Malay Carter on April 21, 2008
I had my semi-annual dental visit last week. No cavities! As the dentist read my x-rays, I thought, how can he tell anything from that? It just looks like shades of gray. I had the same level of amazement during my children’s ultrasounds. I consider myself fairly intelligent, but I couldn’t tell a foot from […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management | Comments Off on Judging Employee Potential Is Easy – Making Meaning of the Shades of Gray
Know Thyself
By Michelle Malay Carter on April 14, 2008
This is a continuation of my last post where I asserted that you really cannot be anything you want to be,?and believing that you can be anything will leave you either depressed or judgmental. It Begins in Childhood The work of children is to figure out the world – to understand it physically and relationally. […]
Filed Under Employee Engagement, High Potential, Personal Observation, Talent Management | 3 Comments
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