Is Training Anything More Than Putting Lipstick on a Pig?
By Michelle Malay Carter on April 2, 2008
A friend sent me a Financial Times article written by Sathnam Sanghera, a gentleman who was thrilled when his Icebreaker training course was canceled.? Even though I frequently play the role of trainer, I found it a funny article worth a read. In the article, Sathnam cited these statistics: In 2006, Hudson, a New York […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Talent Management | 7 Comments
Are You a Happily Employed Superstar? Cash In with NotchUp
By Michelle Malay Carter on April 1, 2008
Here’s a new twist on the war for talent. NotchUp is a free, resume-posting site for superstars who are not looking for a job. The twist? Employers pay for the opportunity to woo you by paying you to interview. The Process You post your resume, set your price, and go about your career. Employers who […]
Filed Under Corporate Values, Employee Engagement, Felt Fair Compensation, Talent Management | Comments Off on Are You a Happily Employed Superstar? Cash In with NotchUp
Trouble in Egalitarian Paradise – San Francisco Strippers Go Co-Op
By Michelle Malay Carter on March 31, 2008
Egalitarianism sounds good in theory but falls apart in practice. Everyone takes credit when times are good. When things go badly, it was someone else’s fault. Egalitarianism often includes the dismantling of structure, processes, and policies. The mindset being – we’re all good, hard-working people. If everyone does the right thing, we’ll be OK. This […]
Filed Under Accountability, Corporate Values, Employee Engagement, Organization Design, Requisite Organization, Strategy | 3 Comments
It’s Lonely In the Total Systems Leadership World – A Friday Fascinating
By Michelle Malay Carter on March 28, 2008
You’ve likely seen this 60 second video by now. If not, invest 60 seconds before reading further. The video is a test, and I failed. Watch it to see if you are better at paying attention than I was. What Are Our Eyes On? It seems that we all have our eyes on getting individual […]
Filed Under Corporate Values, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy | 2 Comments
In Systems We Trust – Do You Have a Leadership System?
By Michelle Malay Carter on March 25, 2008
Humans Find Consistency Comforting It’s often been said that McDonalds is the world’s most prolific food chain not because of its haute menu, but because of the consistent experience it offers its patrons. That consistent experience is achieved through systems. Would you like fries with that fact? Managerial Leadership Systems And Employee Engagement Research shows […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | 2 Comments
Employees Experience Your Organization at the Hands of Its Systems
By Michelle Malay Carter on March 23, 2008
Why is Engagement So Low? The reason employee engagement is so low these days is because organizations keep trying to fix individuals while paying no mind to the dysfunctional systems within which their employees are working. Were Your Management Systems Thoughtfully Designed or Left to Default? Systems drive behavior regardless of what is written on […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Strategy | 4 Comments
Pay for Performance = Pay for Luck = Disengagement
By Michelle Malay Carter on March 18, 2008
Pay for Performance is Cruel Given that “pay for performance” essentially means “pay for outcomes”, I’ve argued from day one that “pay for performance” is cruel and a breeding ground for corruption, not to mention disengagement.? A new working paper from Carnegie Mellon and Harvard Business, No harm, No foul, The outcome bias in ethical […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization | 6 Comments
Harvard Business Asks – Where Will Management Innovation Take Us?
By Michelle Malay Carter on March 11, 2008
Jim Heskett has posed this question over at Harvard Business Online. My Comment is Proving of Interest I’ve posted my comment with a conglomeration of thoughts and links?from Mission Minded Management.? Google Analytics tells me that my comment is bringing international traffic into Mission Minded Management.? The ideas are piquing interest. Rightful Attribution – Elliott […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization | 2 Comments
Operationalizing Engagement via Managerial Leadership
By Michelle Malay Carter on March 10, 2008
Three of Four Employees?Would Leave if They Could? The most recent Wall Street Journal/Society for Human Resource Management survey reports that as many as 75 percent of your employees are exploring other opportunities. Consolidated Engagement Study Results? In “Employee Engagement: A Review of Current Research and Its Implications,” The Conference Board consolidated 12 major studies […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 2 Comments
Enabling Accountability by Providing Requisite Authority
By Michelle Malay Carter on March 3, 2008
Managers, by definition, are accountable for the output of their teams, but yet there seem to be so many excuses when things go wrong.? Why is that? Managerial Accountability Requires Managerial Authority If you want managerial accountability within an organization, you must pair it requisite authority.? Otherwise, you might as well be asking managers to […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy | Comments Off on Enabling Accountability by Providing Requisite Authority
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