Ford not only Survives, but Thrives? Was it Science-based Organization Design and Talent Assessment?
By Michelle Malay Carter on November 3, 2009
Good news for Ford Motor Company this week as it earned a third-quarter profit of almost $1 billion and expects to be “solidly profitable” in 2011 in its North American business.? Has Ford turned the financial corner? I was reminded last week at the Global Organization Design Society’s International Conference that Ford Motor Company worked […]
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The GO Society’s 2009 World Conference in Buenos Aires
By Michelle Malay Carter on October 23, 2009
I’m attending and presenting at the GO Society’s World Conference this upcoming week.? Can you imagine a group of geeks from around the world?mezmerized by talk of?work levels and Requisite Organizations until late in the evening each night?? Sounds like a slice of heaven, doesn’t it? I doubt that I will be able to keep […]
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What Does Your Franchise Fee Pay For? Work Levels 5, 4, and 3
By Michelle Malay Carter on October 18, 2009
The franchise model has been responsible for many an American dream (insert your country here as well).? And what are you buying when you purchase a franchise? Level 5 – The brand, the business model, the strategy Level 4 – The infrastructure, the future focus strategic work, operational change decisions Level 3 – The operational […]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
What is Requisite Organization? The Elevator Speech
By Michelle Malay Carter on October 13, 2009
I work for PeopleFit, a management consulting firm that specializes in: Organizational engineering, talent assessment,?and designing managerial leadership systems rooted in Elliott Jaques’ meta-model, Requisite Organization. What a marketing nightmare – creating demand for services that most executives have never conceived of! Let’s Learn from Other Professions! While most professions and industries have standards of […]
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Human Resource Work Stratified by Requisite Work Levels
By Michelle Malay Carter on October 8, 2009
I have a colleague who will be speaking to a society of Human Resource Professionals on the topic of work levels, and it’s meta model, Requisite Organization, developed by Elliott Jaques.? He asked me for help in developing?a hierarchy of typical work within a Human Resource function.? Requisite Work Levels Since work levels is a […]
Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
How To Motivate Employees – Newsflash: It’s Not a Manager’s Job
By Michelle Malay Carter on October 2, 2009
Red Herrings Motivation is a side effect, not the goal.? Because we operate under faulty assumptions about work and human nature, well-intentioned managers, organizational development consultants, and human resource professionals spend a lot of time chasing red herrings.? I wrote an entire poem on this subject, Organization Design – Seek and Ye Shall Find. What […]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
strategy+business and Ram Charan – Let’s Further Define “Altitude”
By Michelle Malay Carter on September 29, 2009
In Author’s Choice:? What Is and Isn’t Micromanaging?,strategy+business discusses Ram Charan’s book about raising the level of corporate discourse, Owning Up: The 14 Questions Every Board Member Needs to Ask. The Right Altitude Ram Charan uses the phrase, asking questions at the right altitude.? Once again, intuitive proof that we all sense work levels, but […]
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Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.
By Michelle Malay Carter on September 25, 2009
Turning two this week is Mission Minded Management, PeopleFit’s organization design,?executive leadership, and?operational management blog that draws its theory from the meta-model Requisite Organization and draws its contents from the author’s work and life experiences.? Thank you for your continued?support and readership.? Please send a link to a friend! Here were the most-read posts published […]
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Operations Can Only Do So Much – When Will Boards Hold Executives Accountable for Executive Level Work?
By Michelle Malay Carter on September 23, 2009
Clarifying Accountability When will we fully appreciate that the operational levels, aka work levels 1-3,?within an organization can only work within the confines set at the executive/strategic levels? Who Sets the Conditions? What do the executive levels directly control?? Executive levels: Create the strategy Decide the “business brand” Obtain the funding Select the geographic markets […]
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Who Is Accountable for “The Customer Experience”? Maybe Not Who You Think
By Michelle Malay Carter on September 13, 2009
Customer Experience Surveys As an add on to my thoughts about scapegoat syndrome, I wanted to add a caution around data derived from customer experience surveys.? Are you measuring what you think you are measuring with these surveys? As Much about Systems as Customer Service When you ask a customer how their experience with your […]
Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
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