Michelle Malay Carter Interview on the Epic Living Hour

By Michelle Malay Carter on June 23, 2008 

As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show. I’m OK.? You’re OK.? Let’s fix the system.

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on Michelle Malay Carter Interview on the Epic Living Hour

Join Me at BlogTalkRadio’s The Epic Living Hour – Friday, June 20

By Michelle Malay Carter on June 18, 2008 

I’ll be a guest on Eric Pennington’s BlogTalkRadio show, The Epic Living?Hour.? Please join us Friday, June 20th, at 12:30 EDT. Click here to both set up an email reminder for yourself and?to listen live.? If you care to participate on Friday, you can in at +1 347 945 5139. If that time is not […]

Filed Under Requisite Organization | 4 Comments

Structural Failures within Organizations – Close is Not Good Enough

By Michelle Malay Carter on June 17, 2008 

Steve Roesler throws out the concept of applied management in his latest post?on employee survey research.? I couldn’t agree more that we need more applied management within organizations. And I would ask, just what are we applying? Is Close Good Enough? Engineers take natural laws and science-based knowledge and use this inform to inform their […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments

Help Candidates Self Select with Work Levels Job Descriptions

By Michelle Malay Carter on June 8, 2008 

Because we don’t?have?science-based understanding?about work, i.e.?that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions. What About the WORK? Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.? They do a lot of talking about the candidate qualifications but precious […]

Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, 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 […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments

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 […]

Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments

Hiring Advice for Seth Godin – Beware of Six Month Syndrome

By Michelle Malay Carter on May 8, 2008 

Working Interviews Kris Dunn at HR Capitalist resurfaced an idea put forth by Seth Godin a while back – when interviewing a candidate, rather than chatting, you should make them work. Copywriters should copywrite. Widget designers should design widgets. A Good Idea – With a Caveat, Hirer Beware I have no problem with this, and […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 6 Comments

Hiring Star Performers Can Be a Mistake – The Dangers of Overhiring

By Michelle Malay Carter on May 7, 2008 

With all the buzz about hiring the best and the brightest, few people talk about the downside of overhiring. Overhiring Trumps Underhiring Our data shows one in five people is in a role that does not tap their full capacity, i.e. they’ve been overhired in a role. In contrast, only 15% are slotted in roles […]

Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 11 Comments

Adaptive Path At Destiny’s Door

By Michelle Malay Carter on April 18, 2008 

During my typical morning internet surfing, my circuitous route led me to this CEO job opening announcement at Adaptive Path.? Love the?name. ?After reading their website, I’m sure my management consulting firm, PeopleFit, could benefit from their” finding-your-market” and product design services.?? I still don’t fully understand what they do, but they seem hip, savvy, […]

Filed Under Corporate Values, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments

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