How To Motivate Employees – Newsflash: It’s Not a Manager’s Job
By Michelle Malay Carter on October 2, 2009
Red Herrings Motivation is a side effect, not the goal.? Because we operate under faulty assumptions about work and human nature, well-intentioned managers, organizational development consultants, and human resource professionals spend a lot of time chasing red herrings.? I wrote an entire poem on this subject, Organization Design – Seek and Ye Shall Find. What […]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
Who Is Accountable for “The Customer Experience”? Maybe Not Who You Think
By Michelle Malay Carter on September 13, 2009
Customer Experience Surveys As an add on to my thoughts about scapegoat syndrome, I wanted to add a caution around data derived from customer experience surveys.? Are you measuring what you think you are measuring with these surveys? As Much about Systems as Customer Service When you ask a customer how their experience with your […]
Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
It’s Not About FINDING Talent. It’s about IDENTIFYING and TAPPING What You Already Have
By Michelle Malay Carter on September 3, 2009
I answered the following question posted on LinkedIn, and I’m posting my response for your enjoyment: What are the most important factors needed to be considered for effectively managing talent? Talent, Talent Everywhere PeopleFit research, with over 7,000 data points, finds that about 20% of employees are UNDERUTILIZED. So the problem does not lie with […]
Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
NonCommission Sales Compensation – Is this Blasphemy?
By Michelle Malay Carter on August 24, 2009
Show Me the Logic Should sales people be held accountable for their effectiveness (which includes?output as one input)?but their managers ultimately accountable for their output.? This is the standard of accountability that I have proposed be used for all employees.? If we held sales people accountable to the same standard as all employees, does it […]
Filed Under Accountability, Employee Engagement, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management | 6 Comments
Performance Review or Effectivness Appraisal – Be Mindful of What Your Systems Communicate!
By Michelle Malay Carter on August 5, 2009
I worked?with?a client this week conducting requisite role analysis and?writing job descriptions.? Although this?project is not about?performance review, we recognize that these job descriptions?will then become the basis for performance review. Be INTENTIONAL Please Systems drive behavior so the systemic implications for the way the performance review is designed, and its stated strategic intent are […]
Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Talent Management | 2 Comments
Employee Engagement Kiss of Death – Ignoring Performance Issues
By Michelle Malay Carter on July 24, 2009
Subodinating the Moment for the Greater Goal Since my kids don’t read my blog, I have to admit that there are times when I pretend not to see rule violations in my home, because I don’t have the energy to deal with them.? However, if it is obvious that I have witnessed an infraction, I […]
Filed Under Accountability, Corporate Values, Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management | 11 Comments
Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability
By Michelle Malay Carter on June 29, 2009
I read Art Kleiner’s strategy+business interview with Esther Dyson, a thought leader in the field of high tech innovation.? Some thoughts from this article parallel what I’ve been saying here at Mission Minded Management.? (Emphasis added) On Engagement “The really good marketers will become much more clever about what they do, and engage with people […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability
Check Your Perceptions at the Door, If You Can – A Friday Fascinating
By Michelle Malay Carter on June 19, 2009
Mission Minded Management is all about?debunking the widely held misconceptions that prevail about work, human capability, and what causes most dysfunction at work.? Hint:? I’m OK.? You’re OK.? Let’s fix the system. A few weeks back I wrote a post called, Is the Story You are Telling Yourself Helpful?,? and I’ve since?found?a video clip that […]
Filed Under Accountability, Corporate Values, Employee Engagement, Requisite Organization, Strategy, Talent Management | 1 Comment
Requisite Felt Fair Pay – Key Elements, Principles and Texts
By Michelle Malay Carter on June 18, 2009
The following is part thee of a three-part post on Felt Fair Compensation. ?See Part 1 and Part 2 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and […]
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Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation ? A 60 Year History
By Michelle Malay Carter on June 17, 2009
The following is part two of a three-part post on Felt Fair Compensation.??See Part 1 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Over 60 […]
Filed Under Corporate Values, Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation ? A 60 Year History
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