NonCommission Sales Compensation – Is this Blasphemy?

By Michelle Malay Carter on August 24, 2009 

Show Me the Logic Should sales people be held accountable for their effectiveness (which includes?output as one input)?but their managers ultimately accountable for their output.? This is the standard of accountability that I have proposed be used for all employees.? If we held sales people accountable to the same standard as all employees, does it […]

Filed Under Accountability, Employee Engagement, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management | 6 Comments

Requisite Felt Fair Pay – Key Elements, Principles and Texts

By Michelle Malay Carter on June 18, 2009 

The following is part thee of a three-part post on Felt Fair Compensation. ?See Part 1 and Part 2 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and […]

Filed Under Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Requisite Felt Fair Pay – Key Elements, Principles and Texts

Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation ? A 60 Year History

By Michelle Malay Carter on June 17, 2009 

The following is part two of a three-part post on Felt Fair Compensation.??See Part 1 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Over 60 […]

Filed Under Corporate Values, Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation ? A 60 Year History

The Predictable Outrage over Outrageous Executive Pay

By Michelle Malay Carter on June 16, 2009 

The following is part one of a three-part post on Felt Fair Compensation.? This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Paying Executives More For Less? […]

Filed Under Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on The Predictable Outrage over Outrageous Executive Pay

Face to the Customer Organization Design – A Critical Decision. Farewell to Circuit City

By Michelle Malay Carter on January 25, 2009 

A Solid Relationship Two decades ago when I graduated from college and moved 10 hours from home with nothing more than what would fit in my car, Circuit City and I built a relationship.? As my paycheck would allow, I would visit my favorite salesperson, Darren, and add electronic items to my entertainment center.? I […]

Filed Under Accountability, Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 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 […]

Filed Under Accountability, Corporate Values, Executive Leadership, Requisite Organization | 4 Comments

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 […]

Filed Under Requisite Organization | 6 Comments

Intuiting Work Levels – Justin Foster’s Strategy Hierarchy

By Michelle Malay Carter on June 3, 2008 

Jamie Notter mentioned coming upon Justin Foster’s idea of Strategy Hierarchy.? Justin does a great job of describing work levels 5, 4, and 3. Here’s Justin’s description: Vision – Develop the simple idea. This is very likely the original reason a venture or effort was started. In addition, the Vision is the picture of success […]

Filed Under Organization Design, Requisite Organization, Strategy, Succession Planning, Work Levels | Comments Off on Intuiting Work Levels – Justin Foster’s Strategy Hierarchy

Positive Manifestations of Overhiring and Underutilization

By Michelle Malay Carter on May 14, 2008 

Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney Spears. Two examples […]

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