Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
By Michelle Malay Carter on April 9, 2008
Now that I’ve bashed training as nothing more than lipstick on a pig, I thought I’d offer some. Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization. On June 4, I’ll be leading a short course on some of the basics of the model and their implications […]
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Fertile Innovative-Risktaker Recruiting Terrain – A Friday Fascinating
By Michelle Malay Carter on April 3, 2008
Companies frequently lament the lack of innovators and risk takers within their organizations. Maybe instead of B-schools, recruiters should start hanging out at freestyle motocross events.
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The RFP Courtship Dance – A Friday Funny
By Michelle Malay Carter on February 21, 2008
We’ve been talking about RFP’s this week.??You have to admit, the RFP process is essentially a courtship ritual.? The client is busy trying not to act impressed so the consultant doesn’t inflate their prices, while the consultant?gets jazzed at the thought of “winning” more work.? The unspoken dialog goes something like this:? Client:? How much […]
Filed Under Corporate Values, High Potential, Personal Observation, Strategy | 2 Comments
Changing the Conversation about Work – A Friday Funny
By Michelle Malay Carter on January 17, 2008
Have you heard – I’m OK.? You’re OK.? Let’s fix the system?? If you hadn’t noticed, I’m determined to change the focus of the conversations?being had about talent management, organization design, and leadership.? Why?? Because I imagine what work could be, and I want that for people.? AT&T does a great job of capturing “what […]
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Work-Levels Goggles – A Business Strategy Tool
By Michelle Malay Carter on January 2, 2008
My last post was about work levels.? I gave an example of how sales work?looks different at different levels.? I’ve also said that innovation looks different at different levels. Work Level Examples from the World of Recruiting I was reading Amitai Givertz’s?Recruitomatic Blog which led me to an older?post by Jeff Hunter’s Talent Seeker blog.? […]
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Wii Wish You a Merry Christmas and a Tax Write Off Too
By Michelle Malay Carter on December 24, 2007
Good news.? Those of you have purchased a Wii for your enjoyment might be able to claim it as a business expense.*** I don’t consider myself much of a tech-head.? Gadgits and gizmos don’t turn my head, but this video of?Johnny Chung Lee’s?unique use of the Wii remote was too good not to share. ***I […]
Filed Under High Potential, Personal Observation | 2 Comments
Using Requisite Science to Design Work-Enabling Organizations
By Michelle Malay Carter on December 20, 2007
This post is a continuation from yesterday’s post in which I mentioned that we were able to predict the turnover of specific individuals within a client’s?organization.? I promised to tell you more on how we spot?under-utilization?today. Management Science Should Take a Page from Physical Science An analogy:? An understanding of work levels and its relationship […]
Filed Under Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 3 Comments
Predicting Turnover – It’s not Rocket Science; It’s People Science
By Michelle Malay Carter on December 19, 2007
We conducted a Talent Pool Evaluation for a client years?ago and found?four out of tweleve?of their district managers?had problem solving capability one level above?the District?Manager?role.?? Underutilized Employees Are At High Risk for Turnover? When we mentioned these particular District Managers to the client, she said these employees needed little training upon hiring and required no […]
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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
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
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