Faulty Organization Design or Worse Yet, Design by Default – A Friday Funny

By Michelle Malay Carter on January 30, 2009 

I worked with an engineering firm this week doing job analysis and talent assessment work.? Whenever this firm hires degreed engineers, some straight from college, some with experience, they still put them through two years of internal training to learn their specific industry before they can work independently within the organization. A Field in Need […]

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Face to the Customer Organization Design – A Critical Decision. Farewell to Circuit City

By Michelle Malay Carter on January 25, 2009 

A Solid Relationship Two decades ago when I graduated from college and moved 10 hours from home with nothing more than what would fit in my car, Circuit City and I built a relationship.? As my paycheck would allow, I would visit my favorite salesperson, Darren, and add electronic items to my entertainment center.? I […]

Filed Under Accountability, Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments

Poised to Fix the System – A Friday Funny

By Michelle Malay Carter on January 22, 2009 

Now that system fixing is en vogue, system fixers are too.? They are being invited to all the big events.? Can?you spot your favorite executive leadership management consultant in the crowd??? Hint:?Look for the red arrow. I’m OK.? You’re OK.? Let’s fix the system. Thanks to MyInauguralPhoto.com

Filed Under Executive Leadership, Personal Observation | 2 Comments

The World May Be Flat, But Organizations Shouldn’t Be

By Michelle Malay Carter on January 21, 2009 

In my last post, I said all work levels have something to contribute to the organization.? When organizations intentionally structure themselves?to be flat, they tend to leave out work level 3.? When de-layering was en vogue, sometimes organizations cut too much, and level 3 was often the layer cut that should not have been. What […]

Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments

Does Work Level Elitism Cost Lives? Covering All the Bases

By Michelle Malay Carter on January 16, 2009 

In a study published in the New England Journal of Medicine found that when a procedural checklist was used in surgical operating rooms, death rates dropped by one half and serious complications fell by 36%. More Complex, Not More Important Using a requisite work levels framework, following procedures is the essence of the work at […]

Filed Under Accountability, Organization Design, Requisite Organization, Talent Management, Work Levels | 2 Comments

How Does Requisite Organization Integrate with Your Model?

By Michelle Malay Carter on January 11, 2009 

I taught a public course, Introduction to Requisite Organization, last week.? Each time I teach this course, people ask me – How does this apply to X? (insert your favorite model)? My standard answer is:? Requisite Organization will inform your model.? How Can I Make This Bold Assertion? Because the two theory pieces which form […]

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To Engage or Not to Engage? – A Work Level 1 and 2 Distinction

By Michelle Malay Carter on January 7, 2009 

Happy New Year! Let’s start off with a concrete example of work levels and how understanding them can?help you as a manager?with employee engagement.? As we begin to work with clients, it takes a while for managers to fully grasp the distinctions between work levels, like a radiologist learning to distinguish the shades of gray.? […]

Filed Under Accountability, Corporate Values, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment