Measuring Employee Performance Tells as Much about the System as It Does the Employee

By Michelle Malay Carter on February 19, 2010 

In addition to old-fashioned happenstance, there are three main areas of influence over one’s performance within an organization: Three Areas of Influence over Employee Performance 1. The first is the person’s capability profile which is composed of a) knowledge, skills and experience, b) values, temperament and inhibitors, as well as c) current cognitive capacity. 2. […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization | 3 Comments

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 […]

Filed Under Accountability, Corporate Values, Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on The Overcommitted Employee – When No Amount of Training Will Help

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?

Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.

By Michelle Malay Carter on September 25, 2009 

Turning two this week is Mission Minded Management, PeopleFit’s organization design,?executive leadership, and?operational management blog that draws its theory from the meta-model Requisite Organization and draws its contents from the author’s work and life experiences.? Thank you for your continued?support and readership.? Please send a link to a friend! Here were the most-read posts published […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | Comments Off on Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.

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

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

Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either

By Michelle Malay Carter on March 10, 2009 

I’ve talked at length about the dangers of pay for performance systems.? They end up driving all sorts of unintended behaviors.? Further,?they can lead to disengagement for your most highly principled employees.? We all know people who did everything right and did not meet their goals due to circumstances beyond their control.? Conversely, we all […]

Filed Under Accountability, Corporate Values, Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Strategy | Comments Off on Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either

Next Page →