The GO Society’s 2009 World Conference in Buenos Aires
By Michelle Malay Carter on October 23, 2009
I’m attending and presenting at the GO Society’s World Conference this upcoming week.? Can you imagine a group of geeks from around the world?mezmerized by talk of?work levels and Requisite Organizations until late in the evening each night?? Sounds like a slice of heaven, doesn’t it? I doubt that I will be able to keep […]
Filed Under Executive Leadership, Requisite Organization, Work Levels | Comments Off on The GO Society’s 2009 World Conference in Buenos Aires
What Does Your Franchise Fee Pay For? Work Levels 5, 4, and 3
By Michelle Malay Carter on October 18, 2009
The franchise model has been responsible for many an American dream (insert your country here as well).? And what are you buying when you purchase a franchise? Level 5 – The brand, the business model, the strategy Level 4 – The infrastructure, the future focus strategic work, operational change decisions Level 3 – The operational […]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
Human Resource Work Stratified by Requisite Work Levels
By Michelle Malay Carter on October 8, 2009
I have a colleague who will be speaking to a society of Human Resource Professionals on the topic of work levels, and it’s meta model, Requisite Organization, developed by Elliott Jaques.? He asked me for help in developing?a hierarchy of typical work within a Human Resource function.? Requisite Work Levels Since work levels is a […]
Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment
strategy+business and Ram Charan – Let’s Further Define “Altitude”
By Michelle Malay Carter on September 29, 2009
In Author’s Choice:? What Is and Isn’t Micromanaging?,strategy+business discusses Ram Charan’s book about raising the level of corporate discourse, Owning Up: The 14 Questions Every Board Member Needs to Ask. The Right Altitude Ram Charan uses the phrase, asking questions at the right altitude.? Once again, intuitive proof that we all sense work levels, but […]
Filed Under Requisite Organization, Strategy, 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.
Operations Can Only Do So Much – When Will Boards Hold Executives Accountable for Executive Level Work?
By Michelle Malay Carter on September 23, 2009
Clarifying Accountability When will we fully appreciate that the operational levels, aka work levels 1-3,?within an organization can only work within the confines set at the executive/strategic levels? Who Sets the Conditions? What do the executive levels directly control?? Executive levels: Create the strategy Decide the “business brand” Obtain the funding Select the geographic markets […]
Filed Under Requisite Organization | 6 Comments
It’s Not About FINDING Talent. It’s about IDENTIFYING and TAPPING What You Already Have
By Michelle Malay Carter on September 3, 2009
I answered the following question posted on LinkedIn, and I’m posting my response for your enjoyment: What are the most important factors needed to be considered for effectively managing talent? Talent, Talent Everywhere PeopleFit research, with over 7,000 data points, finds that about 20% of employees are UNDERUTILIZED. So the problem does not lie with […]
Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
How to Avoid Scapegoat Syndrome – Understand Work Levels
By Michelle Malay Carter on August 14, 2009
Scenario:? A safety violation occurs at work on the front line.? Who is accountable? ?Understanding work levels can answer this question. Bye Bye Employee Engagement Holding the wrong person accountable reduces trust and fairness, and these are two precursors to engagement. Work Level 1 Accountability – The Front Line Employee Work to procedures and training.? […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Work Levels | 5 Comments
Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability
By Michelle Malay Carter on June 29, 2009
I read Art Kleiner’s strategy+business interview with Esther Dyson, a thought leader in the field of high tech innovation.? Some thoughts from this article parallel what I’ve been saying here at Mission Minded Management.? (Emphasis added) On Engagement “The really good marketers will become much more clever about what they do, and engage with people […]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability
Requisite Felt Fair Pay – Key Elements, Principles and Texts
By Michelle Malay Carter on June 18, 2009
The following is part thee of a three-part post on Felt Fair Compensation. ?See Part 1 and Part 2 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and […]
Filed Under Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Comments Off on Requisite Felt Fair Pay – Key Elements, Principles and Texts
Subscribe in a reader