Snappy Boring Quotes from Timothy Ferriss
By Michelle Malay Carter on December 4, 2007
I’ve talked about the fact that 20% of workers are underutilized and bored.? Further, we often fiind that many higher level jobs within organizations are not “fully loaded”. ?Meaning although an employee might be matched to his job on paper, much of the employee’s time is spent doing tasks that are substantially lower in complexity […]
Filed Under Employee Engagement, Managerial Leadership, Personal Observation, Talent Management | 7 Comments
Leadership by Proxy Causes Low Employee Engagement
By Michelle Malay Carter on November 29, 2007
A Wyatt Watson survey in India found that the adoption of well known HR practices does not necessarily?equate to higher?employee satisfaction and engagement scores. I could not discern specifically what “well known HR practices” the study is referring to, but I suspect it includes the current idea of managers handing over more of their managerial […]
Filed Under Corporate Values, Managerial Leadership, Requisite Organization, Talent Management | 8 Comments
Behavioral Based Interviewing Discriminates Against Your Target Market
By Michelle Malay Carter on November 26, 2007
Yes, behavioral based interviewing is an exceptional way to clarify a candidate?s experience and to gain a view into their values and preferences, and as such, it has a place in the interviewing process; however, it is not a tool for predicting potential. The premise behind behavioral interviewing is that the most accurate predictor of […]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management | 9 Comments
The Slowly Eroding Allegiance to Current Management Paradigms
By Michelle Malay Carter on November 21, 2007
A short post today as I am on vacation.? I flew in a helicopter from?Las Vegas to?the Grand Canyon today.? What an amazing experience, having never before seen the canyon?nor flown in a helicopter. Cheesy Sentiment Alert! I was struck by the enormous impact one small, steady river could have over time.? It encourages me […]
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Systematically Poisoning Employee Engagement
By Michelle Malay Carter on November 19, 2007
Before we were aware of the existence of bacteria, viruses, and cancer cells, disease was thought to be a curse from God.? Sick people were told sickness was their fault and the resolution of the issue was up to them.? As such, the remedies of the day included repenting, praying, and making peace with the […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management | 5 Comments
Why Isn’t your Boss’s Boss Firing Your Bad Boss? More System-Level Issues
By Michelle Malay Carter on November 18, 2007
I’ve read quite a few articles lately advising unhappy employees to “fire their boss”.? This is easy for the employed to say, and it makes career gurus feel like they are helping disenchanted employees by empowering them.? It is a valid coping strategy for individuals, but it doesn’t address the system-level issue that caused the […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | Comments Off on Why Isn’t your Boss’s Boss Firing Your Bad Boss? More System-Level Issues
A Gift for Those Who Hate Their Job
By Michelle Malay Carter on November 16, 2007
I love consulting and blogging.? The fact that?neither is?illegal, sinful, or fattening is just mind boggling to me.??Furthermore, it’s amazing to get paid to say the very things my former bosses told me to stop talking about! For those of you who have not yet found a job that does not feel like work, I […]
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It’s a Small World After All: Micro Solutions for Macro Organizational Problems
By Michelle Malay Carter on November 15, 2007
Michael McKinney?reviews the book,?Optimizing Luck on his informative Leading Blog.? I haven’t read the book, but for the most part, I agree with Michael’s commentary and the overall premise of the book.? ?It’s the last paragraph of the post, which is an excerpt from the book, that pains me.? Once again, we are thinking too […]
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How to Assess Potential for Succession Planning and Development
By Michelle Malay Carter on November 12, 2007
Although?it’s becoming clear that?succession planning is important, a Harvard Business Review study finds 60% of US companies have no plan in place.? Why is no one planning for succession?? Because managers have a conscience!? I suspect the whimsy, inconsistent, politically-laden assessing-potential processes most organizations resort to using leave managers feeling queasy and sleazy.? No wonder […]
Filed Under Executive Leadership, High Potential, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management | 6 Comments
The Catch 22 of What I Do – A Friday Funny If You Read to the End
By Michelle Malay Carter on November 9, 2007
I got some second-hand feedback from an executive?at a global corporation, “I don’t appreciate the sarcastic tone [of Mission Minded],” said “Tracey”. Tracey viewed the site after my chronically underutilized friend, who appreciates the site immensely, recommended it.? My friend said that Tracey has had the unusual experience of being fully utilized her entire career. […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 6 Comments
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