To Engage or Not to Engage? – A Work Level 1 and 2 Distinction

By Michelle Malay Carter on January 7, 2009 

Happy New Year! Let’s start off with a concrete example of work levels and how understanding them can?help you as a manager?with employee engagement.? As we begin to work with clients, it takes a while for managers to fully grasp the distinctions between work levels, like a radiologist learning to distinguish the shades of gray.? […]

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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 […]

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Innovation at Work Level 1 – A Friday Fascinating

By Michelle Malay Carter on December 12, 2008 

My post, Innovation Snobbery Is Not Serving Organizations, which started as?my response to Harvard Business online’s question, What’s Management’s Role in Innovation?,?is one of my most visited posts. Biased Expectations = Limited Potential My contention is that all work is creative and all humans are wired to work.? All levels of the organization are accountable […]

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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 […]

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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 […]

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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 […]

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Leadership Gut Check – Performance Reviews

By Michelle Malay Carter on October 23, 2008 

Eschew the Performance Review I wrote earlier this week about best intentions not leading to best practices.? Even if we were to grant that performance reviews started with the best of intentions – they have wandered dangerously off course. Deming argued against them back in his day.? I’ve argued against them myself.? But this Machine […]

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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 […]

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Talent Management – What HR Should Have Done

By Michelle Malay Carter on September 23, 2008 

In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]

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