When To Overhire – An Exception to My Rule
By Michelle Malay Carter on May 12, 2008
Talent Pipeline Development My posts last week on over hiring stirred many comments. Thank you! Bloggers love comments. And you, my astute readers, sniffed out the one instance when you might choose to over hire – when you are preparing for growth. A Conscious Choice not an Ignorant One However, overhiring as a conscious choice […]
Filed Under Corporate Values, Employee Engagement, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 5 Comments
Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
By Michelle Malay Carter on May 11, 2008
Still a few seats left… Who and What Will Work, When, and Why: Using a Requisite Model to Enable Effectiveness and Engagement June 4, 2008 Regus Corporate Center, Meridian Parkway, Durham 8:30 am – 11:30 $150 – Click to Register and Pay Online-Scroll to Bottom of Page Many mainstream management models focus on fixing individual […]
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Hiring Star Performers Can Be a Mistake – The Dangers of Overhiring
By Michelle Malay Carter on May 7, 2008
With all the buzz about hiring the best and the brightest, few people talk about the downside of overhiring. Overhiring Trumps Underhiring Our data shows one in five people is in a role that does not tap their full capacity, i.e. they’ve been overhired in a role. In contrast, only 15% are slotted in roles […]
Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 11 Comments
If You’re Happy and You Know It, Will It Last?
By Michelle Malay Carter on May 5, 2008
I’m finally reading Upping The Downside. The first half of the book features articles by a variety of authors. At least two discuss the concept of feel-good happiness versus values-based happiness as coined by Dr. Steven Reiss. Feel-Good Happiness Americans consume as a means of chasing feel-good happiness like a drug addict desperate to score […]
Filed Under Corporate Values, Employee Engagement, Organization Design, Talent Management | 4 Comments
So Just What is a Democratic Workplace?
By Michelle Malay Carter on April 29, 2008
Competitive Elections and Majority Rule? I’ve been pondering this for a while. I looked up the definition of democracy on wikipedia, and unfortunately, there is no three sentence definition. However, it states, that competitive elections is the most common thread. Additionally, majority rule is the next usual predominant feature. (FYI – The USA is a […]
Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Strategy, Talent Management | 11 Comments
Operationalizing Innovation – Accountabilities by Work Level
By Michelle Malay Carter on April 28, 2008
I’ve said before that innovation should be an expectation at all levels, but innovation will look different at different work levels. All work has creative elements to it. Current Operations Versus Strategic Innovation at the bottom three levels of the organization will add value to current operations. Levels 4 and up should be adding “strategic” […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Work Levels | 3 Comments
Adaptive Path At Destiny’s Door
By Michelle Malay Carter on April 18, 2008
During my typical morning internet surfing, my circuitous route led me to this CEO job opening announcement at Adaptive Path.? Love the?name. ?After reading their website, I’m sure my management consulting firm, PeopleFit, could benefit from their” finding-your-market” and product design services.?? I still don’t fully understand what they do, but they seem hip, savvy, […]
Filed Under Corporate Values, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
The Bookshelf Doth Mocketh
By Michelle Malay Carter on April 15, 2008
I’ve been tagged by Jim Stroup at Managing Leadership. The Assignment My assignment is to post sentences 6 – 8 on page 123 of a book that I am reading, list books yet to be read on my bookshelf, and pass the tag along. Truth be told, I’m not currently reading any books as I […]
Filed Under Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments
Elliott Who? Elliott “MidLife Crisis” Jaques
By Michelle Malay Carter on April 10, 2008
Where did the term ?midlife crisis? come from? How about ?corporate culture?? Who founded the Tavistock Institute (precursor to OD?s seminal home, the National Training Lab)? Who received a special award from General Colin Powell in 1992 for military leadership and instruction? Who created an actual science out of the arbitrary, highly subjective selection, promotion, […]
Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 7 Comments
Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
By Michelle Malay Carter on April 9, 2008
Now that I’ve bashed training as nothing more than lipstick on a pig, I thought I’d offer some. Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization. On June 4, I’ll be leading a short course on some of the basics of the model and their implications […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | Comments Off on Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
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