Don’t Feel that Way. Feel Better?
By Michelle Malay Carter on November 19, 2008
A Common, but Misguided?Strategy Trying?to make a person feel better by telling them not to feel what they are feeling is a strategy doomed to fail.?? How often do we, with the best of intentions,?tell people not to feel the way they do? Don’t be upset.? It’s not that big of a deal. Don’t whine.? […]
Filed Under Corporate Values, Employee Engagement, Managerial Leadership | Comments Off on Don’t Feel that Way. Feel Better?
Requisite Organization Resources – Talent Management, Accountability, and More
By Michelle Malay Carter on November 10, 2008
For those of you interested in Requisite Organization,?Don and Bonnie Fowke, management consultants from the New Management Network, are hosting a weekly internet radio show exploring various management topics and methodologies. Below are summaries of their last two shows.? You can access them here. Talent Management Don Fowke of Toronto explores how a talent management […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 4 Comments
Managerial Accountability Is Not Missing; It’s just MISPLACED
By Michelle Malay Carter on October 29, 2008
Last week I pointed you to an article by Samuel A.?Culbert, Get Rid of the Performance Review.? I thought it was well written, but I’m not in 100% agreement with some of his proposed solutions, particularly around accountability. Culbert says, “The alternative to one-side-accountable, boss-administered/subordinate-received performance reviews is two-side, reciprocally accountable, performance previews.” Performance Previews […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 13 Comments
Leadership Gut Check – Performance Reviews
By Michelle Malay Carter on October 23, 2008
Eschew the Performance Review I wrote earlier this week about best intentions not leading to best practices.? Even if we were to grant that performance reviews started with the best of intentions – they have wandered dangerously off course. Deming argued against them back in his day.? I’ve argued against them myself.? But this Machine […]
Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
Talent Management – What HR Should Have Done
By Michelle Malay Carter on September 23, 2008
In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Talent Management – What HR Should Have Done
When is Fraud OK? Ask HR
By Michelle Malay Carter on September 17, 2008
I’m picking on HR this week to make a point about the general lack of systems thinking within organizations, most particularly in the area of “people systems”. Executive Ignorance is Costly As I’ve stated before, I think the tarnished reputation of?Human Resources?is a result of a lack of collective consciousness on the part of executive […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy, Talent Management | 1 Comment
Performance Evaluations, Rating Scales, and Fraud
By Michelle Malay Carter on September 15, 2008
Here is yet another real-life example of how performance evaluations can be a sham and?often do more harm than good. The Background My overqualified friend began a new job as a paralegal within a corporate law department several months ago.? Her manager was new to the corporate law environment as well, having come from a […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 3 Comments
Boundaries are Liberating – Micromanagement is Not
By Michelle Malay Carter on August 27, 2008
In my last post, we discussed the requisite components of an effective task assignment.? Anyone who has lived under the opression of micromanagment might look at the?level of detail in?the task assignment format I shared and conclude that it would squelch creativity rather than facilitate it. Waste not Want Not When ambiguous assignments are given, […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management | 6 Comments
The Lowest Hanging Fruit in Managerial Leadership – Effective Task Assignment
By Michelle Malay Carter on August 25, 2008
With all the curriculum out there -?from supervisory training to MBAs to leadership courses, you would think that?effective task assignment?techniques would be at the top of the list.? My experience is that it is not.? Managers I’ve met have usually had?more Myers Briggs training than they have effective task assignment training. What does an effective […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
Big Picture Thinker Miscommunication – A Friday Funny
By Michelle Malay Carter on August 22, 2008
We’ve been talking about how to “language” messages in order to make them satisfying to employees.? In my last post, I suggested that the language that individuals find satisfying and actionable might be tied to work levels and corresponding cognitive capacity. As you move up the work levels hierarchy, the use of language moves from […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Work Levels | Comments Off on Big Picture Thinker Miscommunication – A Friday Funny
Subscribe in a reader