Rewarding OverPerformers with UnderPerformers’ Work – An Employee Engagement Buster
By Michelle Malay Carter on April 9, 2009
Ignoring NonPerformance You’ve seen it.? I’ve seen it.? I’ve lived it, and you probably have too.? Why is so pervasive?? Instead of addressing the issue of employees not performing in a role, managers simply give the nonperformers’ undone work to their outstanding performers. Why Not Take the Easy Way Out? Is it human nature?? Yes. […]
Filed Under Requisite Organization | 2 Comments
Requisite Organization Introduction Training Course – June 5 – Raleigh – Durham, NC, USA
By Michelle Malay Carter on March 29, 2009
Curious about Requisite Organization?? Join us for a 3 hour introductory course in June. Bringing Leadership Science to OD and HR June 5, 2009 Regus Corporate Center, Meridian Parkway, Durham 8:30 am – 11:30 $170 – Click to Register and Pay Online Many mainstream management models focus on fixing individual employees through training or coaching, […]
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Hidden High Potentials and Underachievers – There is a Blog for You!
By Michelle Malay Carter on March 26, 2009
My friend Forrest of Requisite Writing, a blog aimed at hidden high potentials aka underachievers, thinks the advice I offered young, high potential leaders about using wait time for character building in my last post was a bit naive, maybe uninformed – my words, not his.? He did, however, give me credit for being well […]
Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 3 Comments
Don’t Judge Too Quickly – A Friday Funny
By Michelle Malay Carter on March 20, 2009
This week, we’ve been talking about assessing talent, and one part of that is judging cognitive capacity. Revisit Judgments We do caution managers to hold their judgments loosely because it takes a while to become skilled at making the judgments.? We encourage clients to perform a talent pool evaluation annually. Counter Intuitive Finding Also, it […]
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Talent Assessment – How to Judge Cognitive Capacity aka Complexity of Information Processing
By Michelle Malay Carter on March 18, 2009
In my last post, I discussed human capability in terms of cognitive capacity or in Elliott Jaques’ terms, Complexity of Information Processing. Two Equally Valid Methods Used under Differing Circumstances I had an inquiry about just how one can go about determining cognitive capacity.? At PeopleFit, we use two methods for determining cognitive capability. Expert […]
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How to Match People to Roles – It’s Not Just about Personality
By Michelle Malay Carter on March 17, 2009
“It is as if we are blessed with elegant tiles for a mosaic but have no design.? There are great ideas, insightful bits, and clever pieces but no artist with a plan for turning the assortment into an elegant, integrated picture.” –Beck and Cowan, Spiral Dynamics What is Work? Work is the exercising of judgment […]
Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
Felt Fair Compensation Implementation – From the Requisite Organization Model
By Michelle Malay Carter on March 11, 2009
At the prompting of a reader, today’s topic is Felt Fair Pay Implementation, and it makes sense coming on the heels of my last polemic post on pay for performance. Background Reading On Felt Fair Compensation Felt Fair Compensation is based upon the work of the late Dr. Elliott Jaques and his meta-model, Requisite Organization.? […]
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Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either
By Michelle Malay Carter on March 10, 2009
I’ve talked at length about the dangers of pay for performance systems.? They end up driving all sorts of unintended behaviors.? Further,?they can lead to disengagement for your most highly principled employees.? We all know people who did everything right and did not meet their goals due to circumstances beyond their control.? Conversely, we all […]
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Role Analysis, Time Span of Discretion, and Requisite Work Levels
By Michelle Malay Carter on February 26, 2009
Universal Measures and Understanding Properties of Work?Allows for Informed Organizational Design I’ve often said that understanding work levels allows us to do organizational engineering because we can use our knowledge to make predictions and design accordingly.? Just like we can predict when H2O will change to ice or steam as we raise or lower the […]
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Job Analysis via Time Span of Discretion – A Universal Level of Work Measure
By Michelle Malay Carter on February 25, 2009
Titles are Paper Tigers Relying on titles to compare roles for any purpose is dangerous business.? There is simply too much variation. Scientifically Validated, Universal Measure So what is a universal, reliable way to measure the level of work of a role?- time span of discretion, as discovered by Elliott Jaques.? Time span of discretion […]
Filed Under Executive Leadership, Organization Design, Requisite Organization, Work Levels | 2 Comments
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