The Golden Rule is Pyrite

By Michelle Malay Carter on January 28, 2010 

One of the greatest life lessons anyone can learn is that WE ARE NOT ALL THE SAME.?? When we treat others as we would like to be treated, it may or may not be well received.? If it is not well received, we consider the others to be ingrates, and so the downward spiral begins. […]

Filed Under Employee Engagement, Personal Observation, Talent Management | Leave a Comment

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

If You Design It, They Will Engage. Executive Leadership and Requisite Organization Design

By Michelle Malay Carter on January 1, 2010 

Trees and flowers don’t strive to grow.??It’s built right into their DNA to grow and to bountifully produce. Executives Should Take a Page from Farmers Executive leadership?should be concerned about creating the conditions necessary for employees to flourish.? People are wired to work.? They want to produce and produce bountifully. Farmers don’t spend their days […]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 8 Comments