Managerial Accountability Is Not Missing; It’s just MISPLACED

By Michelle Malay Carter on October 29, 2008 

Last week I pointed you to an article by Samuel A.?Culbert, Get Rid of the Performance Review.? I thought it was well written, but I’m not in 100% agreement with some of his proposed solutions, particularly around accountability. Culbert says, “The alternative to one-side-accountable, boss-administered/subordinate-received performance reviews is two-side, reciprocally accountable, performance previews.” Performance Previews […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 13 Comments

Leadership Gut Check – Performance Reviews

By Michelle Malay Carter on October 23, 2008 

Eschew the Performance Review I wrote earlier this week about best intentions not leading to best practices.? Even if we were to grant that performance reviews started with the best of intentions – they have wandered dangerously off course. Deming argued against them back in his day.? I’ve argued against them myself.? But this Machine […]

Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments

Best Intentions Don’t Equal Best Practices – Ask the Bigger Questions of Your Systems

By Michelle Malay Carter on October 20, 2008 

I believe in people.? Their inherent goodness.? Their desire to contribute.? To do well by themselves and others.? But clearly, this does not always translate into best practices.? Sometimes to do right by ourselves, our systems force us to do wrong by others. Whoa!? Where Did?We Go? Many times we start out doing something for […]

Filed Under Accountability, Corporate Values, Executive Leadership, Requisite Organization | 4 Comments

Where is the Leadership Wisdom? Hiding with Waldo

By Michelle Malay Carter on October 15, 2008 

Have you played the game, Where’s Waldo?? The point is to search an incredibly cluttered image and isolate Waldo, who is hiding amongst the debris.?Can you find Waldo in the image to the left? We Don’t Need More.? We Need Discernment When it comes to leadership wisdom, it’s a little like Where’s Waldo.? There is […]

Filed Under Corporate Values, Executive Leadership, Requisite Organization | 2 Comments

Talent Management – What HR Should Have Done

By Michelle Malay Carter on September 23, 2008 

In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]

Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Talent Management – What HR Should Have Done

Most Viewed, My Favorites – Mission Minded Management Turns One

By Michelle Malay Carter on September 22, 2008 

Mission Minded Management turns one today.?? Thank you for your readership, your support, comments, and link love! I thought I’d do a mini year in review with links to my top five viewed posts and some of my personal favorites. Most Viewed Posts I Didn’t Say You Stole My Money – Why You Should Deliver […]

Filed Under Requisite Organization | 6 Comments

When is Fraud OK? Ask HR

By Michelle Malay Carter on September 17, 2008 

I’m picking on HR this week to make a point about the general lack of systems thinking within organizations, most particularly in the area of “people systems”. Executive Ignorance is Costly As I’ve stated before, I think the tarnished reputation of?Human Resources?is a result of a lack of collective consciousness on the part of executive […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy, Talent Management | 1 Comment

Performance Evaluations, Rating Scales, and Fraud

By Michelle Malay Carter on September 15, 2008 

Here is yet another real-life example of how performance evaluations can be a sham and?often do more harm than good. The Background My overqualified friend began a new job as a paralegal within a corporate law department several months ago.? Her manager was new to the corporate law environment as well, having come from a […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 3 Comments

Systematically Disabling 83% of Employees

By Michelle Malay Carter on September 10, 2008 

The Good News Humans are ready, willing, and able to work.? It is a psychological imperative for humans.?? By work I mean, the exercising of judgment and discretion in solving problems and reaching goals.?? Because all work involves judgment and discretion, all work is creative. We are not all identically interested nor capable of equal […]

Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment

Why Organizations Fail – By Work Level

By Michelle Malay Carter on September 4, 2008 

Work Level 7 – Failure to identify or respond to global trends Work Level 6 – Failure to align divisional performance with the mission Work Level 5 – Failure to react to changes in objectives and targets Work Level 4 – Miscalculation of constraints across organizational units Work Level 3 – Misallocation of tools and […]

Filed Under Accountability, Organization Design, Requisite Organization, Strategy, Work Levels | 2 Comments

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