Talent Management – What HR Should Have Done

By Michelle Malay Carter on September 23, 2008 

In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]

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Office Policies Straight Off the HR Press – A Friday Funny

By Michelle Malay Carter on September 19, 2008 

Since I’ve been picking on HR all week…? Bonus Question:? What values?do these office policies?telegraph? Dear Valued Employees: New Office Policies – Effective Immediately Dress Code: You are advised to come to work dressed according to your salary. -If we see you wearing Prada shoes and carrying a Gucci bag, we will assume you are […]

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When is Fraud OK? Ask HR

By Michelle Malay Carter on September 17, 2008 

I’m picking on HR this week to make a point about the general lack of systems thinking within organizations, most particularly in the area of “people systems”. Executive Ignorance is Costly As I’ve stated before, I think the tarnished reputation of?Human Resources?is a result of a lack of collective consciousness on the part of executive […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy, Talent Management | 1 Comment

Performance Evaluations, Rating Scales, and Fraud

By Michelle Malay Carter on September 15, 2008 

Here is yet another real-life example of how performance evaluations can be a sham and?often do more harm than good. The Background My overqualified friend began a new job as a paralegal within a corporate law department several months ago.? Her manager was new to the corporate law environment as well, having come from a […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management | 3 Comments

Systematically Disabling 83% of Employees

By Michelle Malay Carter on September 10, 2008 

The Good News Humans are ready, willing, and able to work.? It is a psychological imperative for humans.?? By work I mean, the exercising of judgment and discretion in solving problems and reaching goals.?? Because all work involves judgment and discretion, all work is creative. We are not all identically interested nor capable of equal […]

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Are Ad Hoc Organizational Structures Trustworthy?

By Michelle Malay Carter on September 2, 2008 

As a follow up to my Boundaries are Liberating train of thought, I’d like to do some more stumping for the necessity for more thoughtful, intentional, requisite organizational structure.? I live in the US and we are fortunate to have a fairly sophisticated, safe road system.? As I drive around each day, I am not […]

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Boundaries are Liberating – Micromanagement is Not

By Michelle Malay Carter on August 27, 2008 

In my last post, we discussed the requisite components of an effective task assignment.? Anyone who has lived under the opression of micromanagment might look at the?level of detail in?the task assignment format I shared and conclude that it would squelch creativity rather than facilitate it. Waste not Want Not When ambiguous assignments are given, […]

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The Lowest Hanging Fruit in Managerial Leadership – Effective Task Assignment

By Michelle Malay Carter on August 25, 2008 

With all the curriculum out there -?from supervisory training to MBAs to leadership courses, you would think that?effective task assignment?techniques would be at the top of the list.? My experience is that it is not.? Managers I’ve met have usually had?more Myers Briggs training than they have effective task assignment training. What does an effective […]

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Big Picture Thinker Miscommunication – A Friday Funny

By Michelle Malay Carter on August 22, 2008 

We’ve been talking about how to “language” messages in order to make them satisfying to employees.? In my last post, I suggested that the language that individuals find satisfying and actionable might be tied to work levels and corresponding cognitive capacity. As you move up the work levels hierarchy, the use of language moves from […]

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Improving Communication with a Work Levels, Attractive Leadership Framework

By Michelle Malay Carter on August 20, 2008 

In my last post I talked about the elusive holy grail of leadership – effective communication.??I plan to throw a new iron into the fire on this one by discussing how an understanding of work levels can improve communication within organization. Employee’s Want RELEVANT Communication Since each work level of an organization contributes a specific […]

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

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