The Predictable Outrage over Outrageous Executive Pay
By Michelle Malay Carter on June 16, 2009
The following is part one of a three-part post on Felt Fair Compensation.? This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Paying Executives More For Less? […]
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How To Have Employees Experience their Manager As A Leader – A Design and Screening Solution
By Michelle Malay Carter on June 10, 2009
My last post?had the word impotent in it twice, so those who read my posts via email may have had the post hijacked by a spam filter.? Additionally, because my last post was so long, I am?repeating the end of my last post under a new title with one new context setting introductory paragraph. Managers […]
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Appropriate Focus? – A Friday Funny
By Michelle Malay Carter on June 5, 2009
A while back I wrote a poem about focusing upon the right things.? This sign reminded me of that poem.? (Be sure to squint read the fine print.)? The sign is for your Friday funny pleasure.? I was serious when I wrote the poem. I’m OK.? You’re OK.? Let’s fix the system. Seek and Ye […]
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When Your Organization Design is Too Fat Expect Impotent Managers
By Michelle Malay Carter on June 3, 2009
In my last post, I?talked about the downside of having too many layers within your organizational structure.? How can you tell if this is the case? Impotent Managers When you have a manager and a direct report whose roles fall into the same work level (requisite design calls for one role in each layer), you […]
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Hate Your “Boss on Paper” but Receive Leadership Elsewhere?
By Michelle Malay Carter on May 26, 2009
Too Many Managerial Layers Bogs Down the Work Having too many reporting layers in an organization creates frustration and slows decisions and communication down.? It impedes work.? Considering that humans are wired to work, they get cranky when their work is impeded. Best Intentions Does Not Always Equal Best Practices Organizations often add management layers […]
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Technical Issues – Mission Minded Management Is Back
By Michelle Malay Carter on May 26, 2009
My ability to post mysteriously disappeared.?? It appears to be back. I’m OK.? You’re OK.? My system needed fixing!
Filed Under Requisite Organization | 2 Comments
Elliott Jaques – Requisite Featured Guru at The Economist
By Michelle Malay Carter on May 11, 2009
The Economist has recently profiled Elliott Jaques, the creator of my favorite meta-model, Requisite Organization. The profile is adapted from ?The Economist Guide to Management Ideas and Gurus?, by Tim Hindle (Profile Books; 322 pages). The guide has the low-down on more than 50 of the world?s most influential management thinkers past and present and […]
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Requisite Organization Design – Flat Ain’t All That, but Neither is Fat
By Michelle Malay Carter on April 29, 2009
A client who is undergoing a Requisite Organization implementation received the following question from an employee, and I helped craft a response which you can read below.? They modified my suggested response before diseminating, and I added the pithy subheads before posting this. With more companies moving away from hierarchy-type organizations, how is a deeply […]
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A Requisite Failure to Communicate – A Friday Funny
By Michelle Malay Carter on April 24, 2009
Requisite Organization Efficiency in Language One of the greatest benefit our clients receive by adopting a Requisite Organization Leadership Framework is a common language to be able to talk about talent assessment, high potentials, and organization design.? It allows them to diagnose issues quickly and design work enabling organizations. Who is Right? I’ve said before, […]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
Requisite Organization – Endlessly Misunderstood
By Michelle Malay Carter on April 21, 2009
Requisite Organization is a meta-model created by Elliott Jaques.? When people oppose it, I generally find their opposition to be based upon misunderstanding. A client who is undergoing a Requisite Organization implementation received the following question from an employee, and I helped craft a response.? Hierarchy bashing is en vogue these days, but what is […]
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