Performance Evaluation One Liners – A Friday Funny
By Michelle Malay Carter on June 12, 2008
What you’d really like to say… Bright as Alaska in December. A room temperature IQ. One neuron short of a synapse. Still one step ahead of the law. He’s so dense, light bends around him. This person is not really so much of a has-been, but more definitely a won’t-be. Needs a new title, e.g., […]
Filed Under Managerial Leadership, Talent Management | 1 Comment
Help Candidates Self Select with Work Levels Job Descriptions
By Michelle Malay Carter on June 8, 2008
Because we don’t?have?science-based understanding?about work, i.e.?that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions. What About the WORK? Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.? They do a lot of talking about the candidate qualifications but precious […]
Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
Three Organization Design Principles – Why Engagement Sits at about 20 Percent
By Michelle Malay Carter on May 28, 2008
Organizational Engineering At PeopleFit, we consider ourselves organizational engineers.? Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria – i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability. It’s […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
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
Positive Manifestations of Overhiring and Underutilization
By Michelle Malay Carter on May 14, 2008
Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney Spears. Two examples […]
Filed Under Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 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
Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
By Michelle Malay Carter on May 11, 2008
Still a few seats left… Who and What Will Work, When, and Why: Using a Requisite Model to Enable Effectiveness and Engagement June 4, 2008 Regus Corporate Center, Meridian Parkway, Durham 8:30 am – 11:30 $150 – Click to Register and Pay Online-Scroll to Bottom of Page Many mainstream management models focus on fixing individual […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
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
Operationalizing Innovation – Accountabilities by Work Level
By Michelle Malay Carter on April 28, 2008
I’ve said before that innovation should be an expectation at all levels, but innovation will look different at different work levels. All work has creative elements to it. Current Operations Versus Strategic Innovation at the bottom three levels of the organization will add value to current operations. Levels 4 and up should be adding “strategic” […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Work Levels | 3 Comments
Judging Employee Potential Is Easy – Making Meaning of the Shades of Gray
By Michelle Malay Carter on April 21, 2008
I had my semi-annual dental visit last week. No cavities! As the dentist read my x-rays, I thought, how can he tell anything from that? It just looks like shades of gray. I had the same level of amazement during my children’s ultrasounds. I consider myself fairly intelligent, but I couldn’t tell a foot from […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management | Comments Off on Judging Employee Potential Is Easy – Making Meaning of the Shades of Gray
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