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
Executives are Spiritual Stewards – Help Me Build a Collective Understanding
By Michelle Malay Carter on July 28, 2008
Do executives understand their role as spiritual stewards?? I would love to build a collective understanding around this idea, and I invite you to pass this idea along. Work is a psychological imperative for humans, and all work is creative as it requires discretion and judgment. Therefore, work has the potential to be a noble, […]
Filed Under Accountability, Corporate Values, Executive Leadership, Requisite Organization, Strategy, Talent Management | 12 Comments
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
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
Can We “Luck” Our Way into Effective Organization Structure? A Friday Funny
By Michelle Malay Carter on June 26, 2008
If we don’t really understand work levels or human cognitive capability?in terms of levels, what do you think the probability is that we will luck our way into effective organizational structure to carry out our strategy and live our values? As probable as this, I suspect… I’m OK.? You’re OK.? Let’s fix the system!? It […]
Filed Under Corporate Values, Executive Leadership, Requisite Organization, Strategy, Work Levels | 1 Comment
Michelle Malay Carter Interview on the Epic Living Hour
By Michelle Malay Carter on June 23, 2008
As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show. I’m OK.? You’re OK.? Let’s fix the system.
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on Michelle Malay Carter Interview on the Epic Living Hour
Structural Failures within Organizations – Close is Not Good Enough
By Michelle Malay Carter on June 17, 2008
Steve Roesler throws out the concept of applied management in his latest post?on employee survey research.? I couldn’t agree more that we need more applied management within organizations. And I would ask, just what are we applying? Is Close Good Enough? Engineers take natural laws and science-based knowledge and use this inform to inform their […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments
Three Organization Design Principles – Why Engagement Sits at about 20 Percent
By Michelle Malay Carter on May 28, 2008
Organizational Engineering At PeopleFit, we consider ourselves organizational engineers.? Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria – i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability. It’s […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
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