The Amazing Talent Management Solution Calculator – A Friday Funny
By Michelle Malay Carter on February 5, 2009
Finally,?we can do talent management strictly by the numbers.??Just imagine, solutions based upon an amazing,?recently discovered,?ancient Chinese algorithm. Sweet Success Organizations the world over are finding their way back to health, prosperity, and employee engagement after choosing the solution suggested via the algorithm. Instructions: -Choose your most pressing problem from the list below: Our engagement […]
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Who Is To Blame for Low Employee Engagement? Executive Leadership
By Michelle Malay Carter on February 3, 2009
If a wooden bridge collapsed under the weight of a truck, you wouldn’t blame the wood.? You wouldn’t blame the truck.? You would blame the engineer. Organizational Engineering – An Executive Leadership Level Accountability Who is engineering our organizations these days, and upon what scientific principles are they basing their designs?? We have yet to […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management | 1 Comment
Faulty Organization Design or Worse Yet, Design by Default – A Friday Funny
By Michelle Malay Carter on January 30, 2009
I worked with an engineering firm this week doing job analysis and talent assessment work.? Whenever this firm hires degreed engineers, some straight from college, some with experience, they still put them through two years of internal training to learn their specific industry before they can work independently within the organization. A Field in Need […]
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What Employees Want for Christmas – The Gift of Clarity
By Michelle Malay Carter on December 22, 2008
-A clear picture of their role, and clear assignments. -A role matched to their current cognitive capability level. -Accountability matched with requisite authority. -A manager who adds value to their thinking.? (aka has cognitive capacity one level higher than the employee) -Explicitly defined role relationships with others?as arranged by their manager.? Employees?shouldn’t be left to […]
Filed Under Accountability, Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 5 Comments
Innovation at Work Level 1 – A Friday Fascinating
By Michelle Malay Carter on December 12, 2008
My post, Innovation Snobbery Is Not Serving Organizations, which started as?my response to Harvard Business online’s question, What’s Management’s Role in Innovation?,?is one of my most visited posts. Biased Expectations = Limited Potential My contention is that all work is creative and all humans are wired to work.? All levels of the organization are accountable […]
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Requisite Organization Introduction Public Course – January 7, Raleigh-Durham, NC, USA
By Michelle Malay Carter on December 1, 2008
For those of you interested in learning the fundamental elements of Requisite Organization, we’re having another public course.? Love to see you there! Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization. On January 7th, I’ll be co-leading a short course on some of the basics of […]
Filed Under Employee Engagement, Requisite Organization, Talent Management | 2 Comments
Don’t Feel that Way. Feel Better?
By Michelle Malay Carter on November 19, 2008
A Common, but Misguided?Strategy Trying?to make a person feel better by telling them not to feel what they are feeling is a strategy doomed to fail.?? How often do we, with the best of intentions,?tell people not to feel the way they do? Don’t be upset.? It’s not that big of a deal. Don’t whine.? […]
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It’s Irrational to be Rational with the Emotional
By Michelle Malay Carter on November 17, 2008
One of the easiest ways to make an emotional situation worse is to offer rationalizations before dealing with the emotional aspects of a situation.? Whether you are a manager, a customer service representative, or a resident of planet earth, my advice to you is ignore others’ emotions at your peril. Emotion Up, Rational Down Picture […]
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Requisite Weekend Transformation? How Are You Framing Your Organizational Issues?
By Michelle Malay Carter on November 12, 2008
Folklore has it that Elliott Jaques, the author of the meta model, Requisite Organization, used to say you could transform an organization over the weekend by restructuring an organization to align with the requisite model. Requisite Organization Design Principles That means, among other things,?re-aligning as necessary to meet the three requisite organization design criteria. Conceptually […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Requisite Organization, Work Levels | 6 Comments
Managerial Accountability Is Not Missing; It’s just MISPLACED
By Michelle Malay Carter on October 29, 2008
Last week I pointed you to an article by Samuel A.?Culbert, Get Rid of the Performance Review.? I thought it was well written, but I’m not in 100% agreement with some of his proposed solutions, particularly around accountability. Culbert says, “The alternative to one-side-accountable, boss-administered/subordinate-received performance reviews is two-side, reciprocally accountable, performance previews.” Performance Previews […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 13 Comments
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