How To Interview Your Prospective Boss for Leadership Potential

By Michelle Malay Carter on February 6, 2010 

Let’s face it – your boss can make or break your work experience.? S/he provides you context (aka the big picture), gives you your assignments, provides your resources, integrates your work with your peers, assesses your performance and helps build your skills in your current role.? Because of this, when you are interviewing for a […]

Filed Under Employee Engagement, Managerial Leadership | 4 Comments

Add Time Spans to Your Resume to Reflect Your Requisite Level of Capability

By Michelle Malay Carter on January 16, 2010 

I answered a question on a LinkedIn?Management Consulting?group from a person?inquiring about how to ensure you are being considered for roles at the right level.? Assuming you have been employed at full capacity in your previous work, adding a time element to your resume’s bullet points is one of the best ways to demonstrate your […]

Filed Under Felt Fair Compensation, Requisite Organization, Talent Management, Work Levels | 2 Comments

Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.

By Michelle Malay Carter on September 25, 2009 

Turning two this week is Mission Minded Management, PeopleFit’s organization design,?executive leadership, and?operational management blog that draws its theory from the meta-model Requisite Organization and draws its contents from the author’s work and life experiences.? Thank you for your continued?support and readership.? Please send a link to a friend! Here were the most-read posts published […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | Comments Off on Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.

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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Job Analysis via Time Span of Discretion – A Universal Level of Work Measure

By Michelle Malay Carter on February 25, 2009 

Titles are Paper Tigers Relying on titles to compare roles for any purpose is dangerous business.? There is simply too much variation. Scientifically Validated, Universal Measure So what is a universal, reliable way to measure the level of work of a role?- time span of discretion, as discovered by Elliott Jaques.? Time span of discretion […]

Filed Under Executive Leadership, Organization Design, Requisite Organization, Work Levels | 2 Comments