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
Requisite Organization Introduction Public Course – January 7, Raleigh-Durham, NC, USA
By Michelle Malay Carter on December 1, 2008
For those of you interested in learning the fundamental elements of Requisite Organization, we’re having another public course.? Love to see you there! Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization. On January 7th, I’ll be co-leading a short course on some of the basics of […]
Filed Under Employee Engagement, Requisite Organization, Talent Management | 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
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 […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 4 Comments
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
Where is the Leadership Wisdom? Hiding with Waldo
By Michelle Malay Carter on October 15, 2008
Have you played the game, Where’s Waldo?? The point is to search an incredibly cluttered image and isolate Waldo, who is hiding amongst the debris.?Can you find Waldo in the image to the left? We Don’t Need More.? We Need Discernment When it comes to leadership wisdom, it’s a little like Where’s Waldo.? There is […]
Filed Under Corporate Values, Executive Leadership, Requisite Organization | 2 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
Performance Evaluations, Rating Scales, and Fraud
By Michelle Malay Carter on September 15, 2008
Here is yet another real-life example of how performance evaluations can be a sham and?often do more harm than good. The Background My overqualified friend began a new job as a paralegal within a corporate law department several months ago.? Her manager was new to the corporate law environment as well, having come from a […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 3 Comments
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
Are Ad Hoc Organizational Structures Trustworthy?
By Michelle Malay Carter on September 2, 2008
As a follow up to my Boundaries are Liberating train of thought, I’d like to do some more stumping for the necessity for more thoughtful, intentional, requisite organizational structure.? I live in the US and we are fortunate to have a fairly sophisticated, safe road system.? As I drive around each day, I am not […]
Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization | Comments Off on Are Ad Hoc Organizational Structures Trustworthy?
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