Hidden High Potentials and Underachievers – There is a Blog for You!
By Michelle Malay Carter on March 26, 2009
My friend Forrest of Requisite Writing, a blog aimed at hidden high potentials aka underachievers, thinks the advice I offered young, high potential leaders about using wait time for character building in my last post was a bit naive, maybe uninformed – my words, not his.? He did, however, give me credit for being well […]
Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 3 Comments
Young, High Potential Leaders – Use Wait Time to Build Character
By Michelle Malay Carter on March 25, 2009
In terms of requisite cognitive capability, high potentials graduate from college with the ability to problem solve at work level 3 or 4.? Which loosely translates into a director or vice president type role within an organization.??I say?loosely because?we know without a collective understanding that a universal measurement system exists for work, titles are useless […]
Filed Under Employee Engagement, Executive Leadership, High Potential, Personal Observation, Talent Management, Work Levels | 8 Comments
Don’t Judge Too Quickly – A Friday Funny
By Michelle Malay Carter on March 20, 2009
This week, we’ve been talking about assessing talent, and one part of that is judging cognitive capacity. Revisit Judgments We do caution managers to hold their judgments loosely because it takes a while to become skilled at making the judgments.? We encourage clients to perform a talent pool evaluation annually. Counter Intuitive Finding Also, it […]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Don’t Judge Too Quickly – A Friday Funny
Insightory – A Management Information Repository
By Michelle Malay Carter on May 27, 2008
If you haven’t stumbled upon it yet, you should check out Insightory. It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests. Their goal is to do for management knowledge what […]
Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
Cognitive Surplus Gone Bad at San Diego State
By Michelle Malay Carter on May 13, 2008
I guess the demands of the college life and fraternity membership aren’t enough to keep all students occupied. High cognitive capacity + Character issues = Trouble Undercover agents busted 128 suspected drug dealers at San Diego State University last week. Even Criminals Use Work Levels During the investigation, agents posing as students found their way […]
Filed Under High Potential, Personal Observation, Requisite Organization, Work Levels | 2 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
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
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
Can We Really Be Anything We Want to Be?
By Michelle Malay Carter on April 13, 2008
A quote on David Zinger’s blog got me thinking. Ninety percent of the world?s woe comes from people not knowing themselves, their abilities, their frailties, and even their real virtues. Most of us go almost all the way through life as complete strangers to ourselves ~ Sydney J. Harris Is this because self discovery is […]
Filed Under Corporate Values, High Potential, Personal Observation, Talent Management | 12 Comments
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