Undercover Boss - Well-Meaning Window Dressing
By Michelle Malay Carter on March 1, 2010
I must admit I’m touched by the hearts of the CEOs who agree to go undercover to experience their organization on the ground floor. They seem to geniunely care about the people, not just the publicity afforded to their organization by the show.
Systems Drive Behavior
However, in the end, their righting single incidents or donating toward [...]
Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Organization Design, Requisite Organization, Talent Management, Work Levels | 6 Comments
The Dark Side of the Underutilized Employee - Fire them or promote them?
By Michelle Malay Carter on November 13, 2009
What to Do About Attitude Problems
One of my most popular articles is What To Do About Attitude Problems? Promote them! This article explores the negative behaviors a manager might experience not because an employee is unqualified for a job, but because she is cognitively overqualified.
As I’ve said before, high capability does not always mean high [...]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 2 Comments
How To Motivate Employees - Newsflash: It’s Not a Manager’s Job
By Michelle Malay Carter on October 2, 2009
Red Herrings
Motivation is a side effect, not the goal. Because we operate under faulty assumptions about work and human nature, well-intentioned managers, organizational development consultants, and human resource professionals spend a lot of time chasing red herrings. I wrote an entire poem on this subject, Organization Design - Seek and Ye Shall Find.
What is a [...]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment
Mission Minded Management Turns Two - I’m OK. You’re OK. Let’s Fix the System.
By Michelle Malay Carter on September 25, 2009
Turning two this week is Mission Minded Management, PeopleFit’s organization design, executive leadership, and operational management blog that draws its theory from the meta-model Requisite Organization and draws its contents from the author’s work and life experiences.
Thank you for your continued support and readership. Please send a link to a friend!
Here were the most-read posts published this year:
Managerial [...]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Work Levels | Leave a Comment
Esther Dyson, Thought Leader on Engagement, Leadership, and Accountability
By Michelle Malay Carter on June 29, 2009
I read Art Kleiner’s strategy+business interview with Esther Dyson, a thought leader in the field of high tech innovation. Some thoughts from this article parallel what I’ve been saying here at Mission Minded Management. (Emphasis added)
On Engagement
“The really good marketers will become much more clever about what they do, and engage with people more effectively. [...]
Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, High Potential, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | Leave a Comment
A Requisite Failure to Communicate - A Friday Funny
By Michelle Malay Carter on April 24, 2009
Requisite Organization Efficiency in Language
One of the greatest benefit our clients receive by adopting a Requisite Organization Leadership Framework is a common language to be able to talk about talent assessment, high potentials, and organization design. It allows them to diagnose issues quickly and design work enabling organizations.
Who is Right?
I’ve said before, you and I [...]
Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment
High Potential + Zero Opportunity = A Tragic Waste
By Michelle Malay Carter on April 22, 2009
On a similar note as my post, Cognitive Surplus Gone Bad at San Diego State, it turns out the surviving teenage Somali pirate was not just a flunky, he was the ring leader.
According to the AP and the Fort Worth Star Telegram, “Abdiwali Abdiqadir Muse grew up destitute in Somalia, the oldest of 12 children and [...]
Filed Under High Potential, Personal Observation, Talent Management | Leave a Comment
Hidden High Potentials and Underachievers - There is a Blog for You!
By Michelle Malay Carter on March 26, 2009
My friend Forrest of Requisite Writing, a blog aimed at hidden high potentials aka underachievers, thinks the advice I offered young, high potential leaders about using wait time for character building in my last post was a bit naive, maybe uninformed - my words, not his. He did, however, give me credit for being well [...]
Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 3 Comments
Young, High Potential Leaders - Use Wait Time to Build Character
By Michelle Malay Carter on March 25, 2009
In terms of requisite cognitive capability, high potentials graduate from college with the ability to problem solve at work level 3 or 4. Which loosely translates into a director or vice president type role within an organization. I say loosely because we know without a collective understanding that a universal measurement system exists for work, titles are useless [...]
Filed Under Employee Engagement, Executive Leadership, High Potential, Personal Observation, Talent Management, Work Levels | 8 Comments
Don’t Judge Too Quickly - A Friday Funny
By Michelle Malay Carter on March 20, 2009
This week, we’ve been talking about assessing talent, and one part of that is judging cognitive capacity.
Revisit Judgments
We do caution managers to hold their judgments loosely because it takes a while to become skilled at making the judgments. We encourage clients to perform a talent pool evaluation annually.
Counter Intuitive Finding
Also, it is also clear that [...]
Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Leave a Comment
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