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
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
Why Organizations Fail – By Work Level
By Michelle Malay Carter on September 4, 2008
Work Level 7 – Failure to identify or respond to global trends Work Level 6 – Failure to align divisional performance with the mission Work Level 5 – Failure to react to changes in objectives and targets Work Level 4 – Miscalculation of constraints across organizational units Work Level 3 – Misallocation of tools and […]
Filed Under Accountability, Organization Design, Requisite Organization, Strategy, Work Levels | 2 Comments
Are Ad Hoc Organizational Structures Trustworthy?
By Michelle Malay Carter on September 2, 2008
As a follow up to my Boundaries are Liberating train of thought, I’d like to do some more stumping for the necessity for more thoughtful, intentional, requisite organizational structure.? I live in the US and we are fortunate to have a fairly sophisticated, safe road system.? As I drive around each day, I am not […]
Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization | Comments Off on Are Ad Hoc Organizational Structures Trustworthy?
Boundaries are Liberating – Micromanagement is Not
By Michelle Malay Carter on August 27, 2008
In my last post, we discussed the requisite components of an effective task assignment.? Anyone who has lived under the opression of micromanagment might look at the?level of detail in?the task assignment format I shared and conclude that it would squelch creativity rather than facilitate it. Waste not Want Not When ambiguous assignments are given, […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management | 6 Comments
The Lowest Hanging Fruit in Managerial Leadership – Effective Task Assignment
By Michelle Malay Carter on August 25, 2008
With all the curriculum out there -?from supervisory training to MBAs to leadership courses, you would think that?effective task assignment?techniques would be at the top of the list.? My experience is that it is not.? Managers I’ve met have usually had?more Myers Briggs training than they have effective task assignment training. What does an effective […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management | 2 Comments
Big Picture Thinker Miscommunication – A Friday Funny
By Michelle Malay Carter on August 22, 2008
We’ve been talking about how to “language” messages in order to make them satisfying to employees.? In my last post, I suggested that the language that individuals find satisfying and actionable might be tied to work levels and corresponding cognitive capacity. As you move up the work levels hierarchy, the use of language moves from […]
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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
I AM Communicating, Now What?
By Michelle Malay Carter on August 18, 2008
Blog after leadership blog.? Book after leadership book claims to have found the Holy Grail of Leadership and Followership (engagement).? In case you’ve missed it, I will reveal it here. Are you ready? ?Communication!? My Invoice is in the mail. Now, go ask 100 managers if they do a proper job of communicating at work.? […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Work Levels | 11 Comments
Organization Structure is a Business Initiative Not an HR Initiative
By Michelle Malay Carter on August 14, 2008
Playing off a line from my last post, organization structure is a business initiative, not an HR initiative.? A Missing Collective Understanding I think executives underestimate the connection between organization design as well as all of an organization’s “people” systems, i.e. compensation, performance management, talent management, and organizational sustainability. When executives push down the accountability […]
Filed Under Accountability, Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments
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