Michelle Malay Carter Interview on the Epic Living Hour
By Michelle Malay Carter on June 23, 2008
As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show. I’m OK.? You’re OK.? Let’s fix the system.
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on Michelle Malay Carter Interview on the Epic Living Hour
Organizational Structure – What If…
By Michelle Malay Carter on June 18, 2008
Jack Fallow had this to say about my lamentation on organizational structural failures:? Yes it is a problem that we under-engineer work environments and structures. Typically, the engineer, first decides that weight bearing strength of 1000lbs is necessary, then adds 50% for security. Next, they choose the best material to carry the strain. Then, they […]
Filed Under Corporate Values, Employee Engagement, Organization Design, Requisite Organization, Strategy, Talent Management | 2 Comments
Structural Failures within Organizations – Close is Not Good Enough
By Michelle Malay Carter on June 17, 2008
Steve Roesler throws out the concept of applied management in his latest post?on employee survey research.? I couldn’t agree more that we need more applied management within organizations. And I would ask, just what are we applying? Is Close Good Enough? Engineers take natural laws and science-based knowledge and use this inform to inform their […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments
Help Candidates Self Select with Work Levels Job Descriptions
By Michelle Malay Carter on June 8, 2008
Because we don’t?have?science-based understanding?about work, i.e.?that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions. What About the WORK? Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.? They do a lot of talking about the candidate qualifications but precious […]
Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
Intuiting Work Levels – Justin Foster’s Strategy Hierarchy
By Michelle Malay Carter on June 3, 2008
Jamie Notter mentioned coming upon Justin Foster’s idea of Strategy Hierarchy.? Justin does a great job of describing work levels 5, 4, and 3. Here’s Justin’s description: Vision – Develop the simple idea. This is very likely the original reason a venture or effort was started. In addition, the Vision is the picture of success […]
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Three Organization Design Principles – Why Engagement Sits at about 20 Percent
By Michelle Malay Carter on May 28, 2008
Organizational Engineering At PeopleFit, we consider ourselves organizational engineers.? Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria – i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability. It’s […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments
Insightory – A Management Information Repository
By Michelle Malay Carter on May 27, 2008
If you haven’t stumbled upon it yet, you should check out Insightory. It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests. Their goal is to do for management knowledge what […]
Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
The Dangers of Promoting from Within – Avoid “Right Place at the Right Time” Promotions
By Michelle Malay Carter on May 21, 2008
It’s a noble thing when organizations strive to promote from within, but this can really become a mess during times of explosive growth. HR’s Image Problem May Be Rooted in Promoting From Within In my last post, I eluded to the fact that this happens in HR quite frequently, and this may be why HR […]
Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 7 Comments
The Chicken-Egg, HR “Seat at the the Table” Argument
By Michelle Malay Carter on May 19, 2008
Regarding the long-suffering demand that HR be granted a seat at the table, I’d like to address this issue using my work levels goggles.? Is it really about HR needing to acquire this competency or that competency, or is it about organizational structure? I’m Talking About a Strategy Table If we assume that “the table” […]
Filed Under Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 5 Comments
Positive Manifestations of Overhiring and Underutilization
By Michelle Malay Carter on May 14, 2008
Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney Spears. Two examples […]
Filed Under Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments
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