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.
That got me thinking.? My?passion is working?with executives to implement a total-systems model for managerial leadership, talent management,?and organization design – one that enables productive work.? One that affords each employee an opportunity to work at their fullest potential.
Interestingly, today’s executives are yesterday’s employees who made it to the top within the current system.? If I were one of those executives, I might be resistant to believe the system is broken – even though 79% of employees are disengaged at work.? I suspect a large portion of the 21% who are engaged sit in the executive offices.? They aren’t evil; they just haven’t walked a mile in disengaged, pinching, stiletto?shoes.
So how do you convince executives that a total-systems approach might be worth looking into?? Any marketing advice?? Sometimes I feel like I might as well be trying to convince them to build flying cars.
For a chuckle, watch this clip, Mean Automakers Dash Nation’s Hope For Flying Cars,?and substitute the words “total-systems approach” for flying car.? Put me in the role of the interviewer.
Incidentally, flying cars might not be that far off as some trailblazing executives are on the task.? Are you a trailblazing executive interested in being on the leading edge of talent management?? Let’s chat.? I’m OK. You’re OK.? Let’s fix the system.
*Photo from Moller International
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management
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6 Responses to “The Catch 22 of What I Do – A Friday Funny If You Read to the End”
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In Sweden, where I live, we have a fable about a fox attempting to reach the berries of a Rowan tree. Eventually he gives up, but does not admit failure and says that the berries are sour.
With that story in mind I am not really surprised that some people think that this blog is sarcastic. I on the other hand think that you are straightforward in your descriptions.
Not only are people underutlilized, but society is changing in such ways that people will be avoiding employment in corporations which do not adapt. Gary Hamel attempts an approach to this issue in his latest book “The future of management”.
Having spent about half of my working life in large corporations my heart still beats for them and am concerned about how they will adapt to what will be a shortage of talented staff in 10-15 years if they do not find ways of engaging the new generations.
Paul,
Thanks for the comment. Despite my use of sarcasm, my heart beats for large corporations too. Helplessness breeds cynicism. Although I may use sarcasm to make a point, I am far from cynical.
We have some fabulous clients who are dedicated to not only increasing business results, but also to creating engaging environments for their employees. Not by adding on spiffs and perks to compensate for a broken system, but by redesigning their people systems to provide employees with what they really want – work that matches their capability, clear accountabilities and authorities, and sound managerial leadership.
Regards,
Michelle
I dare say Tracey and other executives are not being as fully utilized as they think they are if 79% of the underlings do not feel engaged at work.
Nathania,
I’m assuming most executives can no longer deny that there is a problem. The question is: Are they going to continue to attempt micro-level, fix-the-employee solutions, or are they going to step back and engage in a macro-level solution?
They say that change can only occur when the pain of continuing to hold on to an old way exceeds the perceived pain of reaching for a new way.
When executives are ready for a new way, I am ready to work with them.
Regards,
Michelle Malay Carter
My opinion is that the people in the higher strata positions that do not recognize the need for this type of thought and systems approach are presently placed in a position that is above their capacity.
I would like to see some stats on personal capacities for this kind of thought across large corporation executives vs the level of their position then identify the likelihood for agrrement with a systems wide approach to employee utilization.
As a mini test, I would have you talk to Tracey again and see whether or not her strata matches her position. Let us know what you find out.
Adam,
The lack of awareness surrounding work levels and human capability to work at the various levels is so widespread that I believe most executives, including Tracey, would tell you that their organization is doing well with their people systems. Some might even tell you they do have a total systems model.
Most really don’t know what they don’t know.
I don’t have access to Tracey; she is a friend of a friend. And, as a rule, I don’t enter into casual discussions for the purpose of assessing someone’s capability. It’s rude and it would make me very unpopular at parties. :)
Michelle