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
HR Can Have Sense of Humor – A Friday Funny
By Michelle Malay Carter on September 25, 2008
Reaching the end of a job interview, the human resources person asked a young applicant fresh out of business school, “And what starting salary are you looking for?” The applicant said, “In the neighborhood of $200,000 a year, depending on the benefits package.” The interviewer said, “Well, what would you say to a package of […]
Filed Under Talent Management | 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
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
Which Woman Would You Hire? – A Friday Funny
By Michelle Malay Carter on September 12, 2008
I know when assessing candidates, we are supposed to be able to be “objective” and not let outward appearance influence hiring decisions.? Is that humanly possible?? Should the way one presents him/herself have a bearing on their suitability? Which woman would you prefer to be your management consultant?? Why? Have some fun Yearbooking Yourself by […]
Filed Under Corporate Values, Personal Observation, Talent Management | 7 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
Boundaries are Liberating – Micromanagement is Not
By Michelle Malay Carter on August 27, 2008
In my last post, we discussed the requisite components of an effective task assignment.? Anyone who has lived under the opression of micromanagment might look at the?level of detail in?the task assignment format I shared and conclude that it would squelch creativity rather than facilitate it. Waste not Want Not When ambiguous assignments are given, […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management | 6 Comments
The Lowest Hanging Fruit in Managerial Leadership – Effective Task Assignment
By Michelle Malay Carter on August 25, 2008
With all the curriculum out there -?from supervisory training to MBAs to leadership courses, you would think that?effective task assignment?techniques would be at the top of the list.? My experience is that it is not.? Managers I’ve met have usually had?more Myers Briggs training than they have effective task assignment training. What does an effective […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
Organization Structure is a Business Initiative Not an HR Initiative
By Michelle Malay Carter on August 14, 2008
Playing off a line from my last post, organization structure is a business initiative, not an HR initiative.? A Missing Collective Understanding I think executives underestimate the connection between organization design as well as all of an organization’s “people” systems, i.e. compensation, performance management, talent management, and organizational sustainability. When executives push down the accountability […]
Filed Under Accountability, Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments
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