Rethinking Accountability – Because the Hog Won’t Butcher Himself
By Michelle Malay Carter on October 23, 2007
The?Nobel prize in economics was just awarded to a team that developed Mechanism Design, i.e. a design for arranging economic interactions so that when everyone behaves in a self-interested manner, the result is something we all like.? This includes the idea of Incentive Compatibility, i.e. the concept that way to get as close as possible […]
Filed Under Accountability, Corporate Values, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 1 Comment
Talent Management – Finding Our Way without a Map
By Michelle Malay Carter on October 20, 2007
My family will be eating food on a toothpick for breakfast, lunch, and dinner this week, as no one showed at my party last night.? Could it have been the directions? It seems organizations are having the same issue with Talent Management.? Everyone wants to go there, but without a common language and total-systems model […]
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Party at My House. You’re All Invited.
By Michelle Malay Carter on October 19, 2007
Mission Minded Management?is doing well, and I want to celebrate.?? Stop by tonight for music, food, and gifts.? I thought I’d pull an “Oprah” and give a car to anyone who shows up.? Just follow the directions below: Drive for a long time on the highway heading toward the sun. Exit by the big duck […]
Filed Under Organization Design, Talent Management | 3 Comments
Could You Hire This Man?
By Michelle Malay Carter on October 17, 2007
?Imagine?your luck.? Bill Gates has applied for the open project manager position within your division.?? During your interview, he?explains that he’s a little bored with the philanthropic life so he thought he’d head back into the corporate world.? Thrilled with your luck; you ask very?few questions before offering him the job.? You agree to a […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Talent Management | 1 Comment
An Apology to My Seven Bosses – On National Bosses Day
By Michelle Malay Carter on October 16, 2007
Having left the corporate world over 10 years ago, I believe I have enough distance and insight on the situation to offer a formal apology. Former bosses – I’m sorry.? My zest for achievement combined with my uninhibited extroversion likely made your?job as my manager?less than comfortable. I’m also sorry that the organizations for which […]
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Embedding Corporate Values into Operations Via Organization Design
By Michelle Malay Carter on October 16, 2007
I talked yesterday about how exceptional customer service flows from sound organization design.???Regardless of?well-articulated and well-intentioned corporate values statements, your face-to-customer staff are your values ambassadors.? Although “customer focus” is a frequently cited corporate value, executives admit they have no best practices for embedding corporate values into operations.? This?shows in the disconnect between what is […]
Filed Under Corporate Values, Executive Leadership, Organization Design, Personal Observation, Requisite Organization, Talent Management | 1 Comment
Looking for Leaders – No Personality Required
By Michelle Malay Carter on October 12, 2007
Leadership: the ability to set purpose or direction for others and then get them to move along in that direction with competence and full commitment –Elliott Jaques. Within organizations, leadership is an accountability of all managers. Leadership ability could fall into the hands of an intuitive, a senser, an extrovert, an introvert, a thinker, a […]
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We Don’t Work for Companies; We Work for Managers
By Michelle Malay Carter on October 11, 2007
?Managers trump companies,? states First, Break All the Rules. Company reputation aside, as far as employees are concerned, one bad manager spoils the job. Despite perks and generous benefits, an employee?s relationship with her immediate manager will determine how long she stays and how productive she is. What do we want from managers? (A recap […]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 2 Comments
Misguided Motivation Attempts – Put Down that Carrot and that Stick and that Hot Dog
By Michelle Malay Carter on October 10, 2007
Human beings are pre-programmed to be motivated to work. We, as a society, agree that bullying is not the way to motivate employees, although some managers resort to it. So, no question, the stick is out. But is the carrot all it?s held up to be? Instead of casual Fridays and employee picnics, why not […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
A Slack Attack Against Bullying Bosses
By Michelle Malay Carter on October 9, 2007
I had a high-spirited boss at my first “real?job” out of college.? She?bullied me?when I underperformed, but was elaborately appreciative when I went the extra mile.??Her favorite bullying technique was public humiliation.? She seemed to revel in bellowing statements at me such as, “If this is all you’ve got, you’ll never amount to *&% anything.”? […]
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