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 […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Appropriate Focus? – A Friday Funny
Is the Story You are Telling Yourself Helpful?
By Michelle Malay Carter on April 11, 2009
My former manager, Becky, had a slew of health sensitivities.? She did not eat meat.? She could not tolerate dairy; she was sensitive to many fragrances;she was allergic to lanonlin, an ingredient in many cosmetics and lotions. I remember sitting in her office one day as she ran down this extensive list, and I was […]
Filed Under Personal Observation, Strategy | 6 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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Face to the Customer Organization Design – A Critical Decision. Farewell to Circuit City
By Michelle Malay Carter on January 25, 2009
A Solid Relationship Two decades ago when I graduated from college and moved 10 hours from home with nothing more than what would fit in my car, Circuit City and I built a relationship.? As my paycheck would allow, I would visit my favorite salesperson, Darren, and add electronic items to my entertainment center.? I […]
Filed Under Accountability, Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments
The World May Be Flat, But Organizations Shouldn’t Be
By Michelle Malay Carter on January 21, 2009
In my last post, I said all work levels have something to contribute to the organization.? When organizations intentionally structure themselves?to be flat, they tend to leave out work level 3.? When de-layering was en vogue, sometimes organizations cut too much, and level 3 was often the layer cut that should not have been. What […]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
What is the Opposite of a Yes Man? A Friday Funny
By Michelle Malay Carter on November 21, 2008
Do You Agree? This week we’ve been talking about emotions.? For most of us, nothing stirs them up more than an opposing viewpoint. My client used a term for?a non-yes woman the other day that was so spot on that I can’t get it out of my head.? I wasn’t sure where the term fell […]
Filed Under Corporate Values, Personal Observation, Strategy | 2 Comments
The Employee Contract – Are We Buying Outputs or Renting Capability?
By Michelle Malay Carter on November 4, 2008
Expanding upon my last post on managerial accountability … when you hire an employee, my friend and colleague Herb Koplowitz says, “You are renting employee capability not buying outputs.” Herb helped write the FAQ section for the Global Organization Design Society which has just redesigned its website.? Check it out here.? It has a large,?free […]
Filed Under Accountability, Requisite Organization, Strategy, Talent Management | 2 Comments
Late-Breaking Candidate Proclaims: “I’m OK, You’re OK, Let’s Fix the System”
By Michelle Malay Carter on October 17, 2008
I always tell my kids, stop being part of the problem and become part of the solution.? So I took my own advice. Click here to view my 90-second video.?? (For the life of me, I couldn’t get the video to embed.) Thanks for PalTalk for this Friday Funny.
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When the Student is Ready, the Management Consultant will Appear
By Michelle Malay Carter on October 13, 2008
How often do consultants get paid not to do the client’s work but rather?to act more like athletic coaches?? Coaches get to know their players and their competition.? They help clients build a repertoire of knowledge and skills and then lie-in-wait in order to?suggest the right context within which to use those skills. What is […]
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