The GO Society’s 2009 World Conference in Buenos Aires

By Michelle Malay Carter on October 23, 2009 

I’m attending and presenting at the GO Society’s World Conference this upcoming week.? Can you imagine a group of geeks from around the world?mezmerized by talk of?work levels and Requisite Organizations until late in the evening each night?? Sounds like a slice of heaven, doesn’t it? I doubt that I will be able to keep […]

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Why Can’t We Figure Out How to Select Leaders?

By Michelle Malay Carter on February 16, 2009 

Jim Heskett at Harvard Business’ Working Knowledge has another question up for comments:? Why Can’t We Figure Out How to Select Leaders? My Answer is Simple It is because we don’t understand work or the variations in humans’ ability to perform work.? When we try to match leaders to jobs, we are like 18th century […]

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Faulty Organization Design or Worse Yet, Design by Default – A Friday Funny

By Michelle Malay Carter on January 30, 2009 

I worked with an engineering firm this week doing job analysis and talent assessment work.? Whenever this firm hires degreed engineers, some straight from college, some with experience, they still put them through two years of internal training to learn their specific industry before they can work independently within the organization. A Field in Need […]

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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 […]

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Are You Making Your Employees Choose? I’m OK. You’re OK. Let’s Fix the System

By Michelle Malay Carter on July 21, 2008 

The best thing we could do for employees to build engagement is simply get out of their way.? We have lived with conflicts of interest in the system for so long, they have disappeared into the landscape.? We simpy accept them, and no longer question their effects on our employees’ psyche or our business’ effectiveness. […]

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Titles Are Useless for Benchmarking or Measurement Purposes

By Michelle Malay Carter on July 16, 2008 

From the Mailbag I received an inquiry at the PeopleFit site asking about whether we had a database of role mandates by title – CEO, CFO, CIO, HR manager – available for subscription.? And the inquiry was coming from?someone inside?a global business consulting group. Specifically, the request was for:? “Role mandates, describing individual and shared […]

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management, Work Levels | 4 Comments

Three Organization Design Principles – Why Engagement Sits at about 20 Percent

By Michelle Malay Carter on May 28, 2008 

Organizational Engineering At PeopleFit, we consider ourselves organizational engineers.? Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria – i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability. It’s […]

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Insightory – A Management Information Repository

By Michelle Malay Carter on May 27, 2008 

If you haven’t stumbled upon it yet, you should check out Insightory. It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests. Their goal is to do for management knowledge what […]

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