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 […]
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Talent Assessment – How to Judge Cognitive Capacity aka Complexity of Information Processing
By Michelle Malay Carter on March 18, 2009
In my last post, I discussed human capability in terms of cognitive capacity or in Elliott Jaques’ terms, Complexity of Information Processing. Two Equally Valid Methods Used under Differing Circumstances I had an inquiry about just how one can go about determining cognitive capacity.? At PeopleFit, we use two methods for determining cognitive capability. Expert […]
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Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either
By Michelle Malay Carter on March 10, 2009
I’ve talked at length about the dangers of pay for performance systems.? They end up driving all sorts of unintended behaviors.? Further,?they can lead to disengagement for your most highly principled employees.? We all know people who did everything right and did not meet their goals due to circumstances beyond their control.? Conversely, we all […]
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Economic Woes Will Spur More Underemployment Which Will Spur More Workplace Woes
By Michelle Malay Carter on February 9, 2009
Back in May, I blogged about the dangers of overhiring.? With all the clammering to hire the best and the brightest, some managers intentionally overhire for roles.? Sure, these managers have to do less up front training and sure they get more “bang for their buck” – temporarily.? But unless you are building a bench […]
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The Amazing Talent Management Solution Calculator – A Friday Funny
By Michelle Malay Carter on February 5, 2009
Finally,?we can do talent management strictly by the numbers.??Just imagine, solutions based upon an amazing,?recently discovered,?ancient Chinese algorithm. Sweet Success Organizations the world over are finding their way back to health, prosperity, and employee engagement after choosing the solution suggested via the algorithm. Instructions: -Choose your most pressing problem from the list below: Our engagement […]
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To Engage or Not to Engage? – A Work Level 1 and 2 Distinction
By Michelle Malay Carter on January 7, 2009
Happy New Year! Let’s start off with a concrete example of work levels and how understanding them can?help you as a manager?with employee engagement.? As we begin to work with clients, it takes a while for managers to fully grasp the distinctions between work levels, like a radiologist learning to distinguish the shades of gray.? […]
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What Employees Want for Christmas – The Gift of Clarity
By Michelle Malay Carter on December 22, 2008
-A clear picture of their role, and clear assignments. -A role matched to their current cognitive capability level. -Accountability matched with requisite authority. -A manager who adds value to their thinking.? (aka has cognitive capacity one level higher than the employee) -Explicitly defined role relationships with others?as arranged by their manager.? Employees?shouldn’t be left to […]
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Who Gets a Seat at the Table? What are You Trying to Do?
By Michelle Malay Carter on December 15, 2008
I mentioned Warren Kinston in a previous post.? He is a high level thinker in the areas of values, hierarchies, and organizational structure. I usually have to read his work more than once, and I walk away with some kernels of insight.? Not because there are only a few kernels to be had, but because […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 1 Comment
Innovation at Work Level 1 – A Friday Fascinating
By Michelle Malay Carter on December 12, 2008
My post, Innovation Snobbery Is Not Serving Organizations, which started as?my response to Harvard Business online’s question, What’s Management’s Role in Innovation?,?is one of my most visited posts. Biased Expectations = Limited Potential My contention is that all work is creative and all humans are wired to work.? All levels of the organization are accountable […]
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CEO Leadership – Key Points to Understand
By Michelle Malay Carter on November 23, 2008
Elliott Jaques wrote Social Power and the CEO: Leadership and Trust in a Sustainable Free Enterprise System?in 2002.? It’s worth reading.? If you don’t care to read the whole book, an excellent summary was published by Business Book Review. A reprint of the review was published in Organization Design, Levels of Work & Human Capability […]
Filed Under Accountability, Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 2 Comments
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