Innovation Snobbery is Not Serving Organizations
By Michelle Malay Carter on December 2, 2007
Harvard Business Online has posed the question, what is management?s role in innovation?? I ask, what isn’t management’s role in innovation? Executive management?s role is to ensure that it institutionalizes the?expectation that managers will lead the continuous?improvement of their teams AND that time is allotted?for them to lead?improvement initiatives.? Innovation should be an expectation of […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization | 4 Comments
Leadership by Proxy Causes Low Employee Engagement
By Michelle Malay Carter on November 29, 2007
A Wyatt Watson survey in India found that the adoption of well known HR practices does not necessarily?equate to higher?employee satisfaction and engagement scores. I could not discern specifically what “well known HR practices” the study is referring to, but I suspect it includes the current idea of managers handing over more of their managerial […]
Filed Under Corporate Values, Managerial Leadership, Requisite Organization, Talent Management | 8 Comments
Executives Wash Their Hands of System-Level Accountability for Employee Engagement and Managerial Leadership
By Michelle Malay Carter on November 28, 2007
I saw an article entitled, What does Leadership Development have to Do with Employee Retention?? In it, there is a list of what direct reports want from their leaders.? It is not much different than anything I have said here: 1. A clear and definite objective. 2. Resources needed to get the job done. 3. […]
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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
Holiday Sharing – Turkey Bosses
By Michelle Malay Carter on November 22, 2007
Happy Thanksgiving to those in the US! I shared my turkey boss story already.? Have you every worked for a turkey of a boss?? Do tell. For those are unfamiliar with American slang, a turkey can be defined as:? a joker; a person who does something thoughtless or annoying.
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The Slowly Eroding Allegiance to Current Management Paradigms
By Michelle Malay Carter on November 21, 2007
A short post today as I am on vacation.? I flew in a helicopter from?Las Vegas to?the Grand Canyon today.? What an amazing experience, having never before seen the canyon?nor flown in a helicopter. Cheesy Sentiment Alert! I was struck by the enormous impact one small, steady river could have over time.? It encourages me […]
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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
A Gift for Those Who Hate Their Job
By Michelle Malay Carter on November 16, 2007
I love consulting and blogging.? The fact that?neither is?illegal, sinful, or fattening is just mind boggling to me.??Furthermore, it’s amazing to get paid to say the very things my former bosses told me to stop talking about! For those of you who have not yet found a job that does not feel like work, I […]
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How to Assess Potential for Succession Planning and Development
By Michelle Malay Carter on November 12, 2007
Although?it’s becoming clear that?succession planning is important, a Harvard Business Review study finds 60% of US companies have no plan in place.? Why is no one planning for succession?? Because managers have a conscience!? I suspect the whimsy, inconsistent, politically-laden assessing-potential processes most organizations resort to using leave managers feeling queasy and sleazy.? No wonder […]
Filed Under Executive Leadership, High Potential, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management | 6 Comments
The Catch 22 of What I Do – A Friday Funny If You Read to the End
By Michelle Malay Carter on November 9, 2007
I got some second-hand feedback from an executive?at a global corporation, “I don’t appreciate the sarcastic tone [of Mission Minded],” said “Tracey”. Tracey viewed the site after my chronically underutilized friend, who appreciates the site immensely, recommended it.? My friend said that Tracey has had the unusual experience of being fully utilized her entire career. […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 6 Comments
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