An Employee Best Fit Model – The Capability Assessment Triangle

By Michelle Malay Carter on May 10, 2010 

Best Fit Model – PeopleFit’s Capability Assessment Triangle How?do managers go about finding the best fit between employee and role?? Most look at resumes and use behavioral based interviewing, but these?items only get at what someone has already had a chance to do.? With research showing that 20 % of employees are underutilized, we a […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments

Undercover Boss – Well-Meaning Window Dressing

By Michelle Malay Carter on March 1, 2010 

I must admit I’m touched by the hearts of the CEOs who agree to go undercover to experience their organization on the ground floor.? They seem to geniunely care about the people, not just the publicity afforded to their organization by the show. Systems Drive Behavior However, in the end, their righting single incidents or […]

Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Organization Design, Requisite Organization, Talent Management, Work Levels | 6 Comments

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

How To Interview Your Prospective Boss for Leadership Potential

By Michelle Malay Carter on February 6, 2010 

Let’s face it – your boss can make or break your work experience.? S/he provides you context (aka the big picture), gives you your assignments, provides your resources, integrates your work with your peers, assesses your performance and helps build your skills in your current role.? Because of this, when you are interviewing for a […]

Filed Under Employee Engagement, Managerial Leadership | 4 Comments

The Golden Rule is Pyrite

By Michelle Malay Carter on January 28, 2010 

One of the greatest life lessons anyone can learn is that WE ARE NOT ALL THE SAME.?? When we treat others as we would like to be treated, it may or may not be well received.? If it is not well received, we consider the others to be ingrates, and so the downward spiral begins. […]

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If You Design It, They Will Engage. Executive Leadership and Requisite Organization Design

By Michelle Malay Carter on January 1, 2010 

Trees and flowers don’t strive to grow.??It’s built right into their DNA to grow and to bountifully produce. Executives Should Take a Page from Farmers Executive leadership?should be concerned about creating the conditions necessary for employees to flourish.? People are wired to work.? They want to produce and produce bountifully. Farmers don’t spend their days […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 8 Comments

Engaging Employees Through Operationalizing Good Power, Starving Bad Power, and Disallowing No Power

By Michelle Malay Carter on December 21, 2009 

I was struck by a message on Good Power Versus Bad Power?at my house of worship last week.? It occurred to me that this is what PeopleFit endeavors to do within Managerial Hierarchies. Throwing The Baby Out with the Bathwater – Egalitarianism We are kidding ourselves to believe?managerial hierarchies can be?egalitarian.? Power must be exercised.? […]

Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments

Even Leaders Have Leaders – How Do We Sort Out Who Leads Whom?

By Michelle Malay Carter on December 15, 2009 

Employees Crave True Leadership Employees?don’t begrudge being led.? They resent being asked to submit to the leadership of someone who doesn’t add value to their thinking.? Management Myth Busted Simply having?more experience does not automatically qualify someone to be a thought leader for anyone with less experience. Danger, Danger – Promotions by Tenure Many a […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 4 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 […]

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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?

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