Structural Failures within Organizations – Close is Not Good Enough
By Michelle Malay Carter on June 17, 2008
Steve Roesler throws out the concept of applied management in his latest post?on employee survey research.? I couldn’t agree more that we need more applied management within organizations. And I would ask, just what are we applying? Is Close Good Enough? Engineers take natural laws and science-based knowledge and use this inform to inform their […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments
Are You Open to the Idea that You are Closed Minded?
By Michelle Malay Carter on June 15, 2008
I came across a job announcement the other day and one of the personal characteristics they were looking for in a candidate was open-mindedness.? My question is, if you asked 100 people if they were open minded, how many would say no? I suspect that closed-minded people view themselves as being principled, right, or knowledgeable, […]
Filed Under Managerial Leadership, Personal Observation, Requisite Organization, Talent Management, Work Levels | 1 Comment
Performance Evaluation One Liners – A Friday Funny
By Michelle Malay Carter on June 12, 2008
What you’d really like to say… Bright as Alaska in December. A room temperature IQ. One neuron short of a synapse. Still one step ahead of the law. He’s so dense, light bends around him. This person is not really so much of a has-been, but more definitely a won’t-be. Needs a new title, e.g., […]
Filed Under Managerial Leadership, Talent Management | 1 Comment
Help Candidates Self Select with Work Levels Job Descriptions
By Michelle Malay Carter on June 8, 2008
Because we don’t?have?science-based understanding?about work, i.e.?that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions. What About the WORK? Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.? They do a lot of talking about the candidate qualifications but precious […]
Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
Old Consultants Never Die – A Friday Fill in the Blank
By Michelle Malay Carter on June 5, 2008
Old accountants never die, they just lose their balance. Old chemists never die, they just fail to react. Old cosmologists never die, they just go to another world. Old doctors never die, they just lose their patience. Old dynamicists never die, they just lose their attraction. Old electricians never die, they just lose their energy. […]
Filed Under Personal Observation, Talent Management | 6 Comments
Being True to Yourself is Hard Work
By Michelle Malay Carter on June 2, 2008
Wouldn’t it be great to: ???? 1.?be who we are ???? 2. to be accepted Why do we so often have to sacrifice one for the other? Is Who We Are Who We’ve Become? It?s unfortunate but, we all suffer at the hands of the cultures within which we travel – our family, our church, […]
Filed Under Employee Engagement, Personal Observation, Requisite Organization, Talent Management | 2 Comments
Why Did the Chicken Cross the Road? A Friday Funny
By Michelle Malay Carter on May 30, 2008
Albert Einstein: Whether the chicken crossed the road or the road moved beneath the chicken depends on your frame of reference. Darwin: Chickens, over great periods of time, have been naturally selected in such a way that they are now genetically disposed to cross roads. Karl Marx: It was a historical inevitability. Captain James T. […]
Filed Under Talent Management | 2 Comments
Three Organization Design Principles – Why Engagement Sits at about 20 Percent
By Michelle Malay Carter on May 28, 2008
Organizational Engineering At PeopleFit, we consider ourselves organizational engineers.? Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria – i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability. It’s […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
Insightory – A Management Information Repository
By Michelle Malay Carter on May 27, 2008
If you haven’t stumbled upon it yet, you should check out Insightory. It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests. Their goal is to do for management knowledge what […]
Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
The Dangers of Promoting from Within – Avoid “Right Place at the Right Time” Promotions
By Michelle Malay Carter on May 21, 2008
It’s a noble thing when organizations strive to promote from within, but this can really become a mess during times of explosive growth. HR’s Image Problem May Be Rooted in Promoting From Within In my last post, I eluded to the fact that this happens in HR quite frequently, and this may be why HR […]
Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 7 Comments
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