Circumventing the Machine – Wake Up! The World is Changing
By Michelle Malay Carter on January 27, 2008
I watched a video presentation by two futurists called Media Megatrends.? In it, Glen Hiemstra mentions that his assistant, a member of the?younger?”digital native” generation, remarked that once her phone/mobile device?had projection capability, she would no longer need a computer.? With projection, she could watch video on any wall, and she could type on any […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | 1 Comment
Seamless Integration – A True Work of Art
By Michelle Malay Carter on January 24, 2008
We’ve been talking about integrating the work of the team this week.? Do you think the artistry in the following video clip could have been accomplished without a leader integrating the work of the team?
Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
Organizational Silos? No One to Blame but the CEO
By Michelle Malay Carter on January 23, 2008
In my last post, I said that the manager owns the output of his team, as it is his accountability to integrate the work of the team. Therefore, when organizational silos exist between the functions, the person who owns all the functions, usually the CEO,?is not doing his job to integrate the work of the […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy | 9 Comments
Integrating the Work of the Team – When the Left Hand Disagrees with the Right
By Michelle Malay Carter on January 21, 2008
Managers own the output of their team.? Hence, seamless integration of each team member’s work?need be a critical managerial leadership accountability.? Is it?? Has your manager every held you specifically accountable for integrating the work of your team?? Did you discuss this concept in your MBA program? How Hierarchies Work? In a managerial hierarchy,?any given?manager […]
Filed Under Accountability, Corporate Values, Executive Leadership, Managerial Leadership, Requisite Organization | 3 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 […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management | Comments Off on Changing the Conversation about Work – A Friday Funny
Why We Resist Positional Power – One Third of Employees Have Managers Who Can’t Be Their Leader
By Michelle Malay Carter on January 15, 2008
Positional power, like hierarchies, is getting a bad rap from the kumbaya crowd these days.? No one appreciates abuse of power, and I am not denying its prevelance.?? However, eliminating positions within organizations is ludicrous.? Positional power is not inherently a bad thing.? What is bad is the confounded systems and unvalidated criteria that organizations […]
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Who is Accountable for Hiring Mistakes? Who Owns the Selection System?
By Michelle Malay Carter on January 14, 2008
Organizations have a habit of mismatching. Research shows that: 35% of employees are mismatched to their jobs, i.e. have problem solving capability over or under their job, leaving them bored or incapable. 39% are mismatched to their managers, i.e. their manager does not have problem solving capability exactly one level above the employee, leaving the […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 2 Comments
Struggling to Read the Boss’ Mind – A Friday Funny
By Michelle Malay Carter on January 10, 2008
Do you ever feel like your boss expects you to read his mind?? Sometimes the mind games start during the interview process.? The more things change; the more they stay the same.? This 1969 Monty Python clip is a classic. What’s the strangest thing that has ever happened to you during an interview?
Filed Under Managerial Leadership, Talent Management | 4 Comments
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.? […]
Filed Under Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | Comments Off on Work-Levels Goggles – A Business Strategy Tool
Making the High Road Accessible – My Hope for 2008 and 2009 and 2010…
By Michelle Malay Carter on December 28, 2007
I’m feeling philosophical at year’s end – an intriguing mix of sadness and restlessness?tempered by faithfulness and hopefulness. Systematically Building Trust?through Integrated, Consistent Systems Design One of the greatest attractors I have toward Elliott Jaques’ total-systems Requisite Organization model for organization design and managerial leadership?is that it is the epitome of the high road.??I believe […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Personal Observation, Requisite Organization | Comments Off on Making the High Road Accessible – My Hope for 2008 and 2009 and 2010…
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