Talent Assessment – Easy Peasy?

By Michelle Malay Carter on May 6, 2010 

It’s?easy to walk on water when you know where the rocks are.??? –? Gerry Kraines I’ve found that managers are highly capable of assessing the relative cognitive capability (by work level) of their employees when they are given a work levels framework. People Are Different, and It’s Not Just about Experience and Education If you […]

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Add Time Spans to Your Resume to Reflect Your Requisite Level of Capability

By Michelle Malay Carter on January 16, 2010 

I answered a question on a LinkedIn?Management Consulting?group from a person?inquiring about how to ensure you are being considered for roles at the right level.? Assuming you have been employed at full capacity in your previous work, adding a time element to your resume’s bullet points is one of the best ways to demonstrate your […]

Filed Under Felt Fair Compensation, Requisite Organization, Talent Management, Work Levels | 2 Comments

If You Design It, They Will Engage. Executive Leadership and Requisite Organization Design

By Michelle Malay Carter on January 1, 2010 

Trees and flowers don’t strive to grow.??It’s built right into their DNA to grow and to bountifully produce. Executives Should Take a Page from Farmers Executive leadership?should be concerned about creating the conditions necessary for employees to flourish.? People are wired to work.? They want to produce and produce bountifully. Farmers don’t spend their days […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 8 Comments

Engaging Employees Through Operationalizing Good Power, Starving Bad Power, and Disallowing No Power

By Michelle Malay Carter on December 21, 2009 

I was struck by a message on Good Power Versus Bad Power?at my house of worship last week.? It occurred to me that this is what PeopleFit endeavors to do within Managerial Hierarchies. Throwing The Baby Out with the Bathwater – Egalitarianism We are kidding ourselves to believe?managerial hierarchies can be?egalitarian.? Power must be exercised.? […]

Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments

Doing Things Right Versus Doing the Right Things – Operational Work Versus Strategic Work

By Michelle Malay Carter on December 10, 2009 

We can convert the famous Peter Drucker quote about management being doing things right and leadership being doing the right things into requisite work levels speak. What Drucker was drawing a line between was the operational work levels in an organization and the strategic work levels in an organization. Doing Things Right aka Current Operations […]

Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 1 Comment

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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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

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

Performance Review or Effectivness Appraisal – Be Mindful of What Your Systems Communicate!

By Michelle Malay Carter on August 5, 2009 

I worked?with?a client this week conducting requisite role analysis and?writing job descriptions.? Although this?project is not about?performance review, we recognize that these job descriptions?will then become the basis for performance review. Be INTENTIONAL Please Systems drive behavior so the systemic implications for the way the performance review is designed, and its stated strategic intent are […]

Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Talent Management | 2 Comments

If You Want Accountability, You Must Grant Authority

By Michelle Malay Carter on July 6, 2009 

For What Are Employees Accountable? Employees are accountable for bringing their best to bear to their tasks and for giving their manager their best advice.?? Note:?They should not be accountable for their output, but rather their effectiveness in light of the circumstances.? Their output is part of the equation but cannot be the only point […]

Filed Under Accountability, Employee Engagement | 3 Comments

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