So Just What is a Democratic Workplace?

By Michelle Malay Carter on April 29, 2008 

Competitive Elections and Majority Rule? I’ve been pondering this for a while. I looked up the definition of democracy on wikipedia, and unfortunately, there is no three sentence definition. However, it states, that competitive elections is the most common thread. Additionally, majority rule is the next usual predominant feature. (FYI – The USA is a […]

Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Strategy, Talent Management | 11 Comments

Operationalizing Innovation – Accountabilities by Work Level

By Michelle Malay Carter on April 28, 2008 

I’ve said before that innovation should be an expectation at all levels, but innovation will look different at different work levels. All work has creative elements to it. Current Operations Versus Strategic Innovation at the bottom three levels of the organization will add value to current operations. Levels 4 and up should be adding “strategic” […]

Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Work Levels | 3 Comments

A Daily Prescription for Attitude Problems – A Friday Funny

By Michelle Malay Carter on April 24, 2008 

If your micro-manager suddenly volunteers to bring you coffee in the morning, you might want to check the bottom of the cup for sarcasma residue. Like the can’t-sit-still children waiting for their ritalin outside the school nurse’s door, can’t you see the unruly corporate under-employed being lined up to have their daily sarcasma pill administered […]

Filed Under Corporate Values, Talent Management | 2 Comments

Matrix Organization Design – Don’t Go There

By Michelle Malay Carter on April 23, 2008 

Manish Kaushik posted the following question on LinkedIn: What are the best ways to maximise work efficiency and achieve perfect interpersonal harmony in a matrix “multiple bosses” org structure – A) If you are one of the bosses, B) If you are the subordinate. Here’s my take: Multiple bosses is anything but efficient, and they […]

Filed Under Requisite Organization | 14 Comments

Judging Employee Potential Is Easy – Making Meaning of the Shades of Gray

By Michelle Malay Carter on April 21, 2008 

I had my semi-annual dental visit last week. No cavities! As the dentist read my x-rays, I thought, how can he tell anything from that? It just looks like shades of gray. I had the same level of amazement during my children’s ultrasounds. I consider myself fairly intelligent, but I couldn’t tell a foot from […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management | Leave a Comment

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

Is Self Awareness for the Dogs? A Friday Funny

By Michelle Malay Carter on April 17, 2008 

If self awareness is not your strong suit, perhaps you can take comfort in being more sophisticated than this dog.? He doesn’t recognize his back paw as his own and steadfastly defends his bone against the furry intruder.? Take 40 seconds out for a laugh today.

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The Bookshelf Doth Mocketh

By Michelle Malay Carter on April 15, 2008 

I’ve been tagged by Jim Stroup at Managing Leadership. The Assignment My assignment is to post sentences 6 – 8 on page 123 of a book that I am reading, list books yet to be read on my bookshelf, and pass the tag along. Truth be told, I’m not currently reading any books as I […]

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

Know Thyself

By Michelle Malay Carter on April 14, 2008 

This is a continuation of my last post where I asserted that you really cannot be anything you want to be,?and believing that you can be anything will leave you either depressed or judgmental. It Begins in Childhood The work of children is to figure out the world – to understand it physically and relationally. […]

Filed Under Employee Engagement, High Potential, Personal Observation, Talent Management | 3 Comments

Can We Really Be Anything We Want to Be?

By Michelle Malay Carter on April 13, 2008 

A quote on David Zinger’s blog got me thinking. Ninety percent of the world?s woe comes from people not knowing themselves, their abilities, their frailties, and even their real virtues. Most of us go almost all the way through life as complete strangers to ourselves ~ Sydney J. Harris Is this because self discovery is […]

Filed Under Corporate Values, High Potential, Personal Observation, Talent Management | 12 Comments

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