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
Who Gets a Seat at the Table? What are You Trying to Do?
By Michelle Malay Carter on December 15, 2008
I mentioned Warren Kinston in a previous post.? He is a high level thinker in the areas of values, hierarchies, and organizational structure. I usually have to read his work more than once, and I walk away with some kernels of insight.? Not because there are only a few kernels to be had, but because […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 1 Comment
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 […]
Filed Under Accountability, Corporate Values, Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Innovation at Work Level 1 – A Friday Fascinating
CEO Leadership – Key Points to Understand
By Michelle Malay Carter on November 23, 2008
Elliott Jaques wrote Social Power and the CEO: Leadership and Trust in a Sustainable Free Enterprise System?in 2002.? It’s worth reading.? If you don’t care to read the whole book, an excellent summary was published by Business Book Review. A reprint of the review was published in Organization Design, Levels of Work & Human Capability […]
Filed Under Accountability, Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 2 Comments
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
Talent Management – What HR Should Have Done
By Michelle Malay Carter on September 23, 2008
In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]
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Systematically Disabling 83% of Employees
By Michelle Malay Carter on September 10, 2008
The Good News Humans are ready, willing, and able to work.? It is a psychological imperative for humans.?? By work I mean, the exercising of judgment and discretion in solving problems and reaching goals.?? Because all work involves judgment and discretion, all work is creative. We are not all identically interested nor capable of equal […]
Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
Why Organizations Fail – By Work Level
By Michelle Malay Carter on September 4, 2008
Work Level 7 – Failure to identify or respond to global trends Work Level 6 – Failure to align divisional performance with the mission Work Level 5 – Failure to react to changes in objectives and targets Work Level 4 – Miscalculation of constraints across organizational units Work Level 3 – Misallocation of tools and […]
Filed Under Accountability, Organization Design, Requisite Organization, Strategy, Work Levels | 2 Comments
Big Picture Thinker Miscommunication – A Friday Funny
By Michelle Malay Carter on August 22, 2008
We’ve been talking about how to “language” messages in order to make them satisfying to employees.? In my last post, I suggested that the language that individuals find satisfying and actionable might be tied to work levels and corresponding cognitive capacity. As you move up the work levels hierarchy, the use of language moves from […]
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Improving Communication with a Work Levels, Attractive Leadership Framework
By Michelle Malay Carter on August 20, 2008
In my last post I talked about the elusive holy grail of leadership – effective communication.??I plan to throw a new iron into the fire on this one by discussing how an understanding of work levels can improve communication within organization. Employee’s Want RELEVANT Communication Since each work level of an organization contributes a specific […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 3 Comments
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