Requisite Organization, Organizational Structure, Managerial Leadership, Talent Assessment – Short Articles

By Michelle Malay Carter on August 31, 2010 

  What Have You Done for Me Lately? In the blog world, recency is everything!  I’ve been going where the energy is lately and that hasn’t been Mission Minded Management. Truth is Timeless – Requisite Organization My blog is rooted in the meta-model, Requisite Organization, which focuses upon structuring your organization to take advantage of […]

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An Employee Best Fit Model – The Capability Assessment Triangle

By Michelle Malay Carter on May 10, 2010 

Best Fit Model – PeopleFit’s Capability Assessment Triangle How?do managers go about finding the best fit between employee and role?? Most look at resumes and use behavioral based interviewing, but these?items only get at what someone has already had a chance to do.? With research showing that 20 % of employees are underutilized, we a […]

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How To Interview Your Prospective Boss for Leadership Potential

By Michelle Malay Carter on February 6, 2010 

Let’s face it – your boss can make or break your work experience.? S/he provides you context (aka the big picture), gives you your assignments, provides your resources, integrates your work with your peers, assesses your performance and helps build your skills in your current role.? Because of this, when you are interviewing for a […]

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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.? […]

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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 […]

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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 […]

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The Bright Side of the Underutilized (Overcapable) Employee

By Michelle Malay Carter on November 18, 2009 

Today we will look at the positive behaviors a manager might observe in an employee that is underutilized, aka over capable of the work required of his role.? This post is number two in a series of four.? The series titles and links are listed below. ? Possible Negative Manifest Behaviors of an Underutilized Employee […]

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The Dark Side of the Underutilized Employee – Fire them or promote them?

By Michelle Malay Carter on November 13, 2009 

What to Do About Attitude Problems One of my most popular articles is What To Do About Attitude Problems?? Promote them!? This article explores the negative behaviors a manager might experience not because an employee is unqualified for a job, but because she is cognitively overqualified.? As I’ve said before, high capability does not always […]

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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 […]

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Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability

By Michelle Malay Carter on June 29, 2009 

I read Art Kleiner’s strategy+business interview with Esther Dyson, a thought leader in the field of high tech innovation.? Some thoughts from this article parallel what I’ve been saying here at Mission Minded Management.? (Emphasis added) On Engagement “The really good marketers will become much more clever about what they do, and engage with people […]

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