The Bright Side of the Underutilized (Overcapable) Employee

By Michelle Malay Carter on November 18, 2009 

Today we will look at the positive behaviors a manager might observe in an employee that is underutilized, aka over capable of the work required of his role.? This post is number two in a series of four.? The series titles and links are listed below. ? Possible Negative Manifest Behaviors of an Underutilized Employee […]

Filed Under Requisite Organization | Comments Off on The Bright Side of the Underutilized (Overcapable) Employee

The Dark Side of the Underutilized Employee – Fire them or promote them?

By Michelle Malay Carter on November 13, 2009 

What to Do About Attitude Problems One of my most popular articles is What To Do About Attitude Problems?? Promote them!? This article explores the negative behaviors a manager might experience not because an employee is unqualified for a job, but because she is cognitively overqualified.? As I’ve said before, high capability does not always […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments

What is Requisite Organization? The Elevator Speech

By Michelle Malay Carter on October 13, 2009 

I work for PeopleFit, a management consulting firm that specializes in: Organizational engineering, talent assessment,?and designing managerial leadership systems rooted in Elliott Jaques’ meta-model, Requisite Organization. What a marketing nightmare – creating demand for services that most executives have never conceived of! Let’s Learn from Other Professions! While most professions and industries have standards of […]

Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on What is Requisite Organization? The Elevator Speech

Requisite Organization Introduction Training Course – June 5 – Raleigh – Durham, NC, USA

By Michelle Malay Carter on March 29, 2009 

Curious about Requisite Organization?? Join us for a 3 hour introductory course in June. Bringing Leadership Science to OD and HR June 5, 2009 Regus Corporate Center, Meridian Parkway, Durham 8:30 am – 11:30 $170 – Click to Register and Pay Online Many mainstream management models focus on fixing individual employees through training or coaching, […]

Filed Under Requisite Organization | 2 Comments

Talent Assessment – How to Judge Cognitive Capacity aka Complexity of Information Processing

By Michelle Malay Carter on March 18, 2009 

In my last post, I discussed human capability in terms of cognitive capacity or in Elliott Jaques’ terms, Complexity of Information Processing. Two Equally Valid Methods Used under Differing Circumstances I had an inquiry about just how one can go about determining cognitive capacity.? At PeopleFit, we use two methods for determining cognitive capability. Expert […]

Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Talent Assessment – How to Judge Cognitive Capacity aka Complexity of Information Processing

Economic Woes Will Spur More Underemployment Which Will Spur More Workplace Woes

By Michelle Malay Carter on February 9, 2009 

Back in May, I blogged about the dangers of overhiring.? With all the clammering to hire the best and the brightest, some managers intentionally overhire for roles.? Sure, these managers have to do less up front training and sure they get more “bang for their buck” – temporarily.? But unless you are building a bench […]

Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 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

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

Models Drive Diagnosis and Cure – Are You Committing Organizational Malpractice?

By Michelle Malay Carter on July 7, 2008 

Last week, I listed ten requisite managerial leadership behaviors (below)?from the Requisite Organization model.? -Two way managerial teamworking -Context setting -Planning -Task assignment -Personal effectiveness appraisal of direct reports -Merit review -Coaching -Selection and induction -Deselection and dismissal -Continuous improvement Systems Drive Behavior – Check Here First Assuming your leadership system is designed to elucidate, […]

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Requisite Organization, Talent Management, Work Levels | 2 Comments

Can We “Luck” Our Way into Effective Organization Structure? A Friday Funny

By Michelle Malay Carter on June 26, 2008 

If we don’t really understand work levels or human cognitive capability?in terms of levels, what do you think the probability is that we will luck our way into effective organizational structure to carry out our strategy and live our values? As probable as this, I suspect… I’m OK.? You’re OK.? Let’s fix the system!? It […]

Filed Under Corporate Values, Executive Leadership, Requisite Organization, Strategy, Work Levels | 1 Comment

Next Page →