What Does Managerial Leadership Look Like? A Requisite Approach

By Michelle Malay Carter on July 2, 2008 

Elliott Jaques’ Requisite Organization model does a great job of defining a set managerial leadership behaviors which, within a Requisite Organization leadership framework, would become explicit accountabilities of all managers. 

Two way managerial teamworking
Context setting
Planning
Task assignment
Personal effectiveness appraisal of direct reports
Merit review
Coaching
Selection and induction
Deselection and dismissal
Continuous improvement

Simple?  Yes.  Practiced?  Maybe
These practices are simple on their face, but [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management | Leave a Comment

Why Perfect Candidates Still Fail on the Job

By Michelle Malay Carter on June 29, 2008 

Recruiting Effectiveness Metrics
I recently read a blogger proposing that recruiters should be measured not only by how many slots are filled or how quickly the slots are filled, but also by the first year’s performance of the candidates they place.  I agree that how many and how quickly will not tell the whole story, but neither [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments

Can We “Luck” Our Way into Effective Organization Structure? A Friday Funny

By Michelle Malay Carter on June 26, 2008 

If we don’t really understand work levels or human cognitive capability in terms of levels, what do you think the probability is that we will luck our way into effective organizational structure to carry out our strategy and live our values?
As probable as this, I suspect…

I’m OK.  You’re OK.  Let’s fix the system!  It starts with [...]

Filed Under Corporate Values, Executive Leadership, Requisite Organization, Strategy, Work Levels | 1 Comment

If I’m Not What I Do, Who Am I?

By Michelle Malay Carter on June 25, 2008 

I took a values inventory from Values Technology and received my initial feedback today.
One of the questions I was asked is, what question defines where you are at the moment?  My question that I have been pondering for about 5 years is:
If I’m not what I do, who am I?
Can you answer that question for [...]

Filed Under Corporate Values, Personal Observation | 5 Comments

Michelle Malay Carter Interview on the Epic Living Hour

By Michelle Malay Carter on June 23, 2008 

As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show.

I’m OK.  You’re OK.  Let’s fix the system.

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment

Organizational Structure - What If…

By Michelle Malay Carter on June 18, 2008 

Jack Fallow had this to say about my lamentation on organizational structural failures: 
Yes it is a problem that we under-engineer work environments and structures.
Typically, the engineer, first decides that weight bearing strength of 1000lbs is necessary, then adds 50% for security. Next, they choose the best material to carry the strain. Then, they make over-abundant [...]

Filed Under Corporate Values, Employee Engagement, Organization Design, Requisite Organization, Strategy, Talent Management | 2 Comments

Three Organization Design Principles - Why Engagement Sits at about 20 Percent

By Michelle Malay Carter on May 28, 2008 

Organizational Engineering
At PeopleFit, we consider ourselves organizational engineers.  Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria - i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability.
It’s As Easy [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 6 Comments

Five Degrees of Separation - A Friday Funny

By Michelle Malay Carter on May 16, 2008 

An oldie but goodie for this graduation season:

–A graduate with a Science degree asks, “Why does it work?”
–A graduate with an Engineering degree asks, “How does it work?”
–A graduate with an Accounting degree asks, “How much will it cost?”
–A graduate with a Law degree asks, “Are you sure beyond a reasonable doubt?”
–A graduate with a [...]

Filed Under Corporate Values, Employee Engagement, Personal Observation, Requisite Organization, Talent Management | 4 Comments

When To Overhire - An Exception to My Rule

By Michelle Malay Carter on May 12, 2008 

Talent Pipeline Development
My posts last week on over hiring stirred many comments. Thank you! Bloggers love comments. And you, my astute readers, sniffed out the one instance when you might choose to over hire - when you are preparing for growth.
A Conscious Choice not an Ignorant One
However, overhiring as a conscious choice [...]

Filed Under Corporate Values, Employee Engagement, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 5 Comments

If You’re Happy and You Know It, Will It Last?

By Michelle Malay Carter on May 5, 2008 

I’m finally reading Upping The Downside. The first half of the book features articles by a variety of authors. At least two discuss the concept of feel-good happiness versus values-based happiness as coined by Dr. Steven Reiss.
Feel-Good Happiness
Americans consume as a means of chasing feel-good happiness like a drug addict desperate to score his next [...]

Filed Under Corporate Values, Employee Engagement, Organization Design, Talent Management | 4 Comments

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