A Requisite Failure to Communicate – A Friday Funny
By Michelle Malay Carter on April 24, 2009
Requisite Organization Efficiency in Language One of the greatest benefit our clients receive by adopting a Requisite Organization Leadership Framework is a common language to be able to talk about talent assessment, high potentials, and organization design.? It allows them to diagnose issues quickly and design work enabling organizations. Who is Right? I’ve said before, […]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
Requisite Organization – Endlessly Misunderstood
By Michelle Malay Carter on April 21, 2009
Requisite Organization is a meta-model created by Elliott Jaques.? When people oppose it, I generally find their opposition to be based upon misunderstanding. A client who is undergoing a Requisite Organization implementation received the following question from an employee, and I helped craft a response.? Hierarchy bashing is en vogue these days, but what is […]
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Rewarding OverPerformers with UnderPerformers’ Work – An Employee Engagement Buster
By Michelle Malay Carter on April 9, 2009
Ignoring NonPerformance You’ve seen it.? I’ve seen it.? I’ve lived it, and you probably have too.? Why is so pervasive?? Instead of addressing the issue of employees not performing in a role, managers simply give the nonperformers’ undone work to their outstanding performers. Why Not Take the Easy Way Out? Is it human nature?? Yes. […]
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Young, High Potential Leaders – Use Wait Time to Build Character
By Michelle Malay Carter on March 25, 2009
In terms of requisite cognitive capability, high potentials graduate from college with the ability to problem solve at work level 3 or 4.? Which loosely translates into a director or vice president type role within an organization.??I say?loosely because?we know without a collective understanding that a universal measurement system exists for work, titles are useless […]
Filed Under Employee Engagement, Executive Leadership, High Potential, Personal Observation, Talent Management, Work Levels | 8 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 […]
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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
Felt Fair Compensation Implementation – From the Requisite Organization Model
By Michelle Malay Carter on March 11, 2009
At the prompting of a reader, today’s topic is Felt Fair Pay Implementation, and it makes sense coming on the heels of my last polemic post on pay for performance. Background Reading On Felt Fair Compensation Felt Fair Compensation is based upon the work of the late Dr. Elliott Jaques and his meta-model, Requisite Organization.? […]
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Role Analysis, Time Span of Discretion, and Requisite Work Levels
By Michelle Malay Carter on February 26, 2009
Universal Measures and Understanding Properties of Work?Allows for Informed Organizational Design I’ve often said that understanding work levels allows us to do organizational engineering because we can use our knowledge to make predictions and design accordingly.? Just like we can predict when H2O will change to ice or steam as we raise or lower the […]
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Why Can’t We Figure Out How to Select Leaders?
By Michelle Malay Carter on February 16, 2009
Jim Heskett at Harvard Business’ Working Knowledge has another question up for comments:? Why Can’t We Figure Out How to Select Leaders? My Answer is Simple It is because we don’t understand work or the variations in humans’ ability to perform work.? When we try to match leaders to jobs, we are like 18th century […]
Filed Under Executive Leadership, Requisite Organization, Talent Management, Work Levels | 4 Comments
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
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