Requisite Organization Design – Flat Ain’t All That, but Neither is Fat

By Michelle Malay Carter on April 29, 2009 

A client who is undergoing a Requisite Organization implementation received the following question from an employee, and I helped craft a response which you can read below.? They modified my suggested response before diseminating, and I added the pithy subheads before posting this. With more companies moving away from hierarchy-type organizations, how is a deeply […]

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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

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 […]

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Requisite Organization Resources – Talent Management, Accountability, and More

By Michelle Malay Carter on November 10, 2008 

For those of you interested in Requisite Organization,?Don and Bonnie Fowke, management consultants from the New Management Network, are hosting a weekly internet radio show exploring various management topics and methodologies. Below are summaries of their last two shows.? You can access them here. Talent Management Don Fowke of Toronto explores how a talent management […]

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Managerial Accountability Is Not Missing; It’s just MISPLACED

By Michelle Malay Carter on October 29, 2008 

Last week I pointed you to an article by Samuel A.?Culbert, Get Rid of the Performance Review.? I thought it was well written, but I’m not in 100% agreement with some of his proposed solutions, particularly around accountability. Culbert says, “The alternative to one-side-accountable, boss-administered/subordinate-received performance reviews is two-side, reciprocally accountable, performance previews.” Performance Previews […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 13 Comments

Best Intentions Don’t Equal Best Practices – Ask the Bigger Questions of Your Systems

By Michelle Malay Carter on October 20, 2008 

I believe in people.? Their inherent goodness.? Their desire to contribute.? To do well by themselves and others.? But clearly, this does not always translate into best practices.? Sometimes to do right by ourselves, our systems force us to do wrong by others. Whoa!? Where Did?We Go? Many times we start out doing something for […]

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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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Most Viewed, My Favorites – Mission Minded Management Turns One

By Michelle Malay Carter on September 22, 2008 

Mission Minded Management turns one today.?? Thank you for your readership, your support, comments, and link love! I thought I’d do a mini year in review with links to my top five viewed posts and some of my personal favorites. Most Viewed Posts I Didn’t Say You Stole My Money – Why You Should Deliver […]

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Organization Structure is a Business Initiative Not an HR Initiative

By Michelle Malay Carter on August 14, 2008 

Playing off a line from my last post, organization structure is a business initiative, not an HR initiative.? A Missing Collective Understanding I think executives underestimate the connection between organization design as well as all of an organization’s “people” systems, i.e. compensation, performance management, talent management, and organizational sustainability. When executives push down the accountability […]

Filed Under Accountability, Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments

Driving Ineffective Productivity

By Michelle Malay Carter on July 9, 2008 

The problem with blind ambition toward measuring performance is that systems drive behavior.? When cold calculations take the place of managerial judgments, the system is sending a message.? “We don’t have time to look at the prevailing circumstances surrounding your work situation to judge whether your problem solving and decision making was effective, just make […]

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