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?
The Dark Side of the Underutilized Employee – Fire them or promote them?
By Michelle Malay Carter on November 13, 2009
What to Do About Attitude Problems One of my most popular articles is What To Do About Attitude Problems?? Promote them!? This article explores the negative behaviors a manager might experience not because an employee is unqualified for a job, but because she is cognitively overqualified.? As I’ve said before, high capability does not always […]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments
Missed Opportunities to Rescue Dugard Linked to Poor Employee Screening or Poor Pay?
By Michelle Malay Carter on November 5, 2009
According to the San Francisco Chronicle, “State parole agents fell down on the job again and again during the 10 years they supervised sex offender Phillip Craig Garrido, failing to check out clues that could have led to alleged kidnap victim Jaycee Dugard.”? [emphasis mine] Parole Agent Work is Level Two Work If you follow […]
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Ford not only Survives, but Thrives? Was it Science-based Organization Design and Talent Assessment?
By Michelle Malay Carter on November 3, 2009
Good news for Ford Motor Company this week as it earned a third-quarter profit of almost $1 billion and expects to be “solidly profitable” in 2011 in its North American business.? Has Ford turned the financial corner? I was reminded last week at the Global Organization Design Society’s International Conference that Ford Motor Company worked […]
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The GO Society’s 2009 World Conference in Buenos Aires
By Michelle Malay Carter on October 23, 2009
I’m attending and presenting at the GO Society’s World Conference this upcoming week.? Can you imagine a group of geeks from around the world?mezmerized by talk of?work levels and Requisite Organizations until late in the evening each night?? Sounds like a slice of heaven, doesn’t it? I doubt that I will be able to keep […]
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What Does Your Franchise Fee Pay For? Work Levels 5, 4, and 3
By Michelle Malay Carter on October 18, 2009
The franchise model has been responsible for many an American dream (insert your country here as well).? And what are you buying when you purchase a franchise? Level 5 – The brand, the business model, the strategy Level 4 – The infrastructure, the future focus strategic work, operational change decisions Level 3 – The operational […]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
What is Requisite Organization? The Elevator Speech
By Michelle Malay Carter on October 13, 2009
I work for PeopleFit, a management consulting firm that specializes in: Organizational engineering, talent assessment,?and designing managerial leadership systems rooted in Elliott Jaques’ meta-model, Requisite Organization. What a marketing nightmare – creating demand for services that most executives have never conceived of! Let’s Learn from Other Professions! While most professions and industries have standards of […]
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Human Resource Work Stratified by Requisite Work Levels
By Michelle Malay Carter on October 8, 2009
I have a colleague who will be speaking to a society of Human Resource Professionals on the topic of work levels, and it’s meta model, Requisite Organization, developed by Elliott Jaques.? He asked me for help in developing?a hierarchy of typical work within a Human Resource function.? Requisite Work Levels Since work levels is a […]
Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
How To Motivate Employees – Newsflash: It’s Not a Manager’s Job
By Michelle Malay Carter on October 2, 2009
Red Herrings Motivation is a side effect, not the goal.? Because we operate under faulty assumptions about work and human nature, well-intentioned managers, organizational development consultants, and human resource professionals spend a lot of time chasing red herrings.? I wrote an entire poem on this subject, Organization Design – Seek and Ye Shall Find. What […]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
strategy+business and Ram Charan – Let’s Further Define “Altitude”
By Michelle Malay Carter on September 29, 2009
In Author’s Choice:? What Is and Isn’t Micromanaging?,strategy+business discusses Ram Charan’s book about raising the level of corporate discourse, Owning Up: The 14 Questions Every Board Member Needs to Ask. The Right Altitude Ram Charan uses the phrase, asking questions at the right altitude.? Once again, intuitive proof that we all sense work levels, but […]
Filed Under Requisite Organization, Strategy, Work Levels | 2 Comments
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