Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either
By Michelle Malay Carter on March 10, 2009
I’ve talked at length about the dangers of pay for performance systems.? They end up driving all sorts of unintended behaviors.? Further,?they can lead to disengagement for your most highly principled employees.? We all know people who did everything right and did not meet their goals due to circumstances beyond their control.? Conversely, we all […]
Filed Under Accountability, Corporate Values, Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Strategy | Comments Off on Pay for Performance Doesn’t Work in the Corporate World, and It Won’t Help in Medicine Either
The Amazing Talent Management Solution Calculator – A Friday Funny
By Michelle Malay Carter on February 5, 2009
Finally,?we can do talent management strictly by the numbers.??Just imagine, solutions based upon an amazing,?recently discovered,?ancient Chinese algorithm. Sweet Success Organizations the world over are finding their way back to health, prosperity, and employee engagement after choosing the solution suggested via the algorithm. Instructions: -Choose your most pressing problem from the list below: Our engagement […]
Filed Under Accountability, Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on The Amazing Talent Management Solution Calculator – A Friday Funny
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.? […]
Filed Under Accountability, Corporate Values, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on To Engage or Not to Engage? – A Work Level 1 and 2 Distinction
Who Gets a Seat at the Table? What are You Trying to Do?
By Michelle Malay Carter on December 15, 2008
I mentioned Warren Kinston in a previous post.? He is a high level thinker in the areas of values, hierarchies, and organizational structure. I usually have to read his work more than once, and I walk away with some kernels of insight.? Not because there are only a few kernels to be had, but because […]
Filed Under Accountability, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 1 Comment
CEO Leadership – Key Points to Understand
By Michelle Malay Carter on November 23, 2008
Elliott Jaques wrote Social Power and the CEO: Leadership and Trust in a Sustainable Free Enterprise System?in 2002.? It’s worth reading.? If you don’t care to read the whole book, an excellent summary was published by Business Book Review. A reprint of the review was published in Organization Design, Levels of Work & Human Capability […]
Filed Under Accountability, Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 2 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
Best Intentions Don’t Equal Best Practices – Ask the Bigger Questions of Your Systems
By Michelle Malay Carter on October 20, 2008
I believe in people.? Their inherent goodness.? Their desire to contribute.? To do well by themselves and others.? But clearly, this does not always translate into best practices.? Sometimes to do right by ourselves, our systems force us to do wrong by others. Whoa!? Where Did?We Go? Many times we start out doing something for […]
Filed Under Accountability, Corporate Values, Executive Leadership, Requisite Organization | 4 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
Which Woman Would You Hire? – A Friday Funny
By Michelle Malay Carter on September 12, 2008
I know when assessing candidates, we are supposed to be able to be “objective” and not let outward appearance influence hiring decisions.? Is that humanly possible?? Should the way one presents him/herself have a bearing on their suitability? Which woman would you prefer to be your management consultant?? Why? Have some fun Yearbooking Yourself by […]
Filed Under Corporate Values, Personal Observation, Talent Management | 7 Comments
Improving Communication with a Work Levels, Attractive Leadership Framework
By Michelle Malay Carter on August 20, 2008
In my last post I talked about the elusive holy grail of leadership – effective communication.??I plan to throw a new iron into the fire on this one by discussing how an understanding of work levels can improve communication within organization. Employee’s Want RELEVANT Communication Since each work level of an organization contributes a specific […]
Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | 3 Comments
Subscribe in a reader