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

Organizational Structure – What If…

By Michelle Malay Carter on June 18, 2008 

Jack Fallow had this to say about my lamentation on organizational structural failures:? Yes it is a problem that we under-engineer work environments and structures. Typically, the engineer, first decides that weight bearing strength of 1000lbs is necessary, then adds 50% for security. Next, they choose the best material to carry the strain. Then, they […]

Filed Under Corporate Values, Employee Engagement, Organization Design, Requisite Organization, Strategy, Talent Management | 2 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