Even Leaders Have Leaders – How Do We Sort Out Who Leads Whom?

By Michelle Malay Carter on December 15, 2009 

Employees Crave True Leadership Employees?don’t begrudge being led.? They resent being asked to submit to the leadership of someone who doesn’t add value to their thinking.? Management Myth Busted Simply having?more experience does not automatically qualify someone to be a thought leader for anyone with less experience. Danger, Danger – Promotions by Tenure Many a […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 4 Comments

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

Are You Open to the Idea that You are Closed Minded?

By Michelle Malay Carter on June 15, 2008 

I came across a job announcement the other day and one of the personal characteristics they were looking for in a candidate was open-mindedness.? My question is, if you asked 100 people if they were open minded, how many would say no? I suspect that closed-minded people view themselves as being principled, right, or knowledgeable, […]

Filed Under Managerial Leadership, Personal Observation, Requisite Organization, Talent Management, Work Levels | 1 Comment

Help Candidates Self Select with Work Levels Job Descriptions

By Michelle Malay Carter on June 8, 2008 

Because we don’t?have?science-based understanding?about work, i.e.?that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions. What About the WORK? Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.? They do a lot of talking about the candidate qualifications but precious […]

Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments