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
Hiring Star Performers Can Be a Mistake – The Dangers of Overhiring
By Michelle Malay Carter on May 7, 2008
With all the buzz about hiring the best and the brightest, few people talk about the downside of overhiring. Overhiring Trumps Underhiring Our data shows one in five people is in a role that does not tap their full capacity, i.e. they’ve been overhired in a role. In contrast, only 15% are slotted in roles […]
Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 11 Comments
So Just What is a Democratic Workplace?
By Michelle Malay Carter on April 29, 2008
Competitive Elections and Majority Rule? I’ve been pondering this for a while. I looked up the definition of democracy on wikipedia, and unfortunately, there is no three sentence definition. However, it states, that competitive elections is the most common thread. Additionally, majority rule is the next usual predominant feature. (FYI – The USA is a […]
Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Strategy, Talent Management | 11 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
Matrix Organization Design – Don’t Go There
By Michelle Malay Carter on April 23, 2008
Manish Kaushik posted the following question on LinkedIn: What are the best ways to maximise work efficiency and achieve perfect interpersonal harmony in a matrix “multiple bosses” org structure – A) If you are one of the bosses, B) If you are the subordinate. Here’s my take: Multiple bosses is anything but efficient, and they […]
Filed Under Requisite Organization | 14 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
Adaptive Path At Destiny’s Door
By Michelle Malay Carter on April 18, 2008
During my typical morning internet surfing, my circuitous route led me to this CEO job opening announcement at Adaptive Path.? Love the?name. ?After reading their website, I’m sure my management consulting firm, PeopleFit, could benefit from their” finding-your-market” and product design services.?? I still don’t fully understand what they do, but they seem hip, savvy, […]
Filed Under Corporate Values, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
The Bookshelf Doth Mocketh
By Michelle Malay Carter on April 15, 2008
I’ve been tagged by Jim Stroup at Managing Leadership. The Assignment My assignment is to post sentences 6 – 8 on page 123 of a book that I am reading, list books yet to be read on my bookshelf, and pass the tag along. Truth be told, I’m not currently reading any books as I […]
Filed Under Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments
You Don’t Get to Choose Your Legacy – Will History Be Kind to You?
By Michelle Malay Carter on April 11, 2008
Of all his contributions to society, Elliott Jaques’ term “mid life crisis” has been the most renowned. From the perspective of potential to change work life as we know it, it’s pretty far down the list. Yet, Jaques’ other work, which represents a science-based, systems approach toward accountability, engagement, and effectiveness within organizations, remains largely […]
Filed Under Accountability, Employee Engagement, Personal Observation, Requisite Organization | Comments Off on You Don’t Get to Choose Your Legacy – Will History Be Kind to You?
Elliott Who? Elliott “MidLife Crisis” Jaques
By Michelle Malay Carter on April 10, 2008
Where did the term ?midlife crisis? come from? How about ?corporate culture?? Who founded the Tavistock Institute (precursor to OD?s seminal home, the National Training Lab)? Who received a special award from General Colin Powell in 1992 for military leadership and instruction? Who created an actual science out of the arbitrary, highly subjective selection, promotion, […]
Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 7 Comments
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