Even Leaders Have Leaders – How Do We Sort Out Who Leads Whom?

By Michelle Malay Carter on December 15, 2009 

Employees Crave True Leadership Employees?don’t begrudge being led.? They resent being asked to submit to the leadership of someone who doesn’t add value to their thinking.? Management Myth Busted Simply having?more experience does not automatically qualify someone to be a thought leader for anyone with less experience. Danger, Danger – Promotions by Tenure Many a […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 4 Comments

Doing Things Right Versus Doing the Right Things – Operational Work Versus Strategic Work

By Michelle Malay Carter on December 10, 2009 

We can convert the famous Peter Drucker quote about management being doing things right and leadership being doing the right things into requisite work levels speak. What Drucker was drawing a line between was the operational work levels in an organization and the strategic work levels in an organization. Doing Things Right aka Current Operations […]

Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 1 Comment

The Overcommitted Employee – When No Amount of Training Will Help

By Michelle Malay Carter on November 29, 2009 

Mismatch to Role As much as Americans hate to admit it. There are some jobs that are beyond the cognitive reach of some employees. No amount of training, coaching, or personal effort will help the situation. Today we will look at the behaviors a manager might see in this instance. What to Do? We all […]

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What Are Your Employees Thankful For? Fruitful Work or Fruit Baskets?

By Michelle Malay Carter on November 25, 2009 

It’s Thanksgiving week in the US.? I will resume my current post series next week.? In the meantime, I want to recognize my mentors by saying: May God bless those who have been put on this earth to teach and to those who generously impart their gifts without concern toward personal gain or status. I […]

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on What Are Your Employees Thankful For? Fruitful Work or Fruit Baskets?

The Dark Side of the Underutilized Employee – Fire them or promote them?

By Michelle Malay Carter on November 13, 2009 

What to Do About Attitude Problems One of my most popular articles is What To Do About Attitude Problems?? Promote them!? This article explores the negative behaviors a manager might experience not because an employee is unqualified for a job, but because she is cognitively overqualified.? As I’ve said before, high capability does not always […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments

Missed Opportunities to Rescue Dugard Linked to Poor Employee Screening or Poor Pay?

By Michelle Malay Carter on November 5, 2009 

According to the San Francisco Chronicle, “State parole agents fell down on the job again and again during the 10 years they supervised sex offender Phillip Craig Garrido, failing to check out clues that could have led to alleged kidnap victim Jaycee Dugard.”? [emphasis mine] Parole Agent Work is Level Two Work If you follow […]

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Ford not only Survives, but Thrives? Was it Science-based Organization Design and Talent Assessment?

By Michelle Malay Carter on November 3, 2009 

Good news for Ford Motor Company this week as it earned a third-quarter profit of almost $1 billion and expects to be “solidly profitable” in 2011 in its North American business.? Has Ford turned the financial corner? I was reminded last week at the Global Organization Design Society’s International Conference that Ford Motor Company worked […]

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What Does Your Franchise Fee Pay For? Work Levels 5, 4, and 3

By Michelle Malay Carter on October 18, 2009 

The franchise model has been responsible for many an American dream (insert your country here as well).? And what are you buying when you purchase a franchise? Level 5 – The brand, the business model, the strategy Level 4 – The infrastructure, the future focus strategic work, operational change decisions Level 3 – The operational […]

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

What is Requisite Organization? The Elevator Speech

By Michelle Malay Carter on October 13, 2009 

I work for PeopleFit, a management consulting firm that specializes in: Organizational engineering, talent assessment,?and designing managerial leadership systems rooted in Elliott Jaques’ meta-model, Requisite Organization. What a marketing nightmare – creating demand for services that most executives have never conceived of! Let’s Learn from Other Professions! While most professions and industries have standards of […]

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Human Resource Work Stratified by Requisite Work Levels

By Michelle Malay Carter on October 8, 2009 

I have a colleague who will be speaking to a society of Human Resource Professionals on the topic of work levels, and it’s meta model, Requisite Organization, developed by Elliott Jaques.? He asked me for help in developing?a hierarchy of typical work within a Human Resource function.? Requisite Work Levels Since work levels is a […]

Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment

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