Titles Are Useless for Benchmarking or Measurement Purposes
By Michelle Malay Carter on July 16, 2008
From the Mailbag
I received an inquiry at the PeopleFit site asking about whether we had a database of role mandates by title - CEO, CFO, CIO, HR manager - available for subscription. And the inquiry was coming from someone inside a global business consulting group.
Specifically, the request was for: “Role mandates, describing individual and shared accountabilities, decision [...]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization, Succession Planning, Talent Management, Work Levels | 4 Comments
Driving Ineffective Productivity
By Michelle Malay Carter on July 9, 2008
The problem with blind ambition toward measuring performance is that systems drive behavior. When cold calculations take the place of managerial judgments, the system is sending a message.
“We don’t have time to look at the prevailing circumstances surrounding your work situation to judge whether your problem solving and decision making was effective, just make your [...]
Filed Under Accountability, Corporate Values, Employee Engagement, Managerial Leadership, Requisite Organization, Strategy, Talent Management | Leave a Comment
Models Drive Diagnosis and Cure - Are You Committing Organizational Malpractice?
By Michelle Malay Carter on July 7, 2008
Last week, I listed ten requisite managerial leadership behaviors (below) from the Requisite Organization model.
-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
Systems Drive Behavior - Check Here First
Assuming your leadership system is designed to elucidate, authorize, reinforce, control and audit these leadership expectations, what are your options [...]
Filed Under Corporate Values, Employee Engagement, Executive Leadership, Requisite Organization, Talent Management, Work Levels | 2 Comments
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 | 2 Comments
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 | 7 Comments
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