Why You Shouldn’t Hire the Best and the Brightest Candidate

By Michelle Malay Carter on May 5, 2010 

Instead of focusing on hiring the best and the brightest candidate that applies for your position, shouldn’t you focus on hiring the best match? The Dangers of Overhiring Focusing on hiring the brightest candidate can lead to overhiring, which, unless you are building bench for growth, creates drag in the system over time. Back to […]

Filed Under High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 10 Comments

How to Match People to Roles – It’s Not Just about Personality

By Michelle Malay Carter on March 17, 2009 

“It is as if we are blessed with elegant tiles for a mosaic but have no design.? There are great ideas, insightful bits, and clever pieces but no artist with a plan for turning the assortment into an elegant, integrated picture.” –Beck and Cowan, Spiral Dynamics What is Work? Work is the exercising of judgment […]

Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 4 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