Insightory - A Management Information Repository

By Michelle Malay Carter on May 27, 2008 

If you haven’t stumbled upon it yet, you should check out Insightory.
It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests.
Their goal is to do for management knowledge what Wikipedia has [...]

Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments

Cognitive Surplus Gone Bad at San Diego State

By Michelle Malay Carter on May 13, 2008 

I guess the demands of the college life and fraternity membership aren’t enough to keep all students occupied.
High cognitive capacity + Character issues = Trouble
Undercover agents busted 128 suspected drug dealers at San Diego State University last week.
Even Criminals Use Work Levels
During the investigation, agents posing as students found their way to Fraternity Row. [...]

Filed Under High Potential, Personal Observation, Requisite Organization, Work Levels | 2 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

What to Do with Our Cognitive Surplus? A Friday Funny

By Michelle Malay Carter on May 8, 2008 

Paul Hebert at Fistful of Talent does a nice job of summarizing the issue of “cognitive surplus” that he ran across on Barry L. Ritholtz’s The Big Picture blog. 
One in Five Employees is Underutilized
These ideas line up nicely with my posts this week and our research that says 1 in 5 employees is underutilized.  If [...]

Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 6 Comments

Hiring Advice for Seth Godin - Beware of Six Month Syndrome

By Michelle Malay Carter on May 8, 2008 

Working Interviews
Kris Dunn at HR Capitalist resurfaced an idea put forth by Seth Godin a while back - when interviewing a candidate, rather than chatting, you should make them work. Copywriters should copywrite. Widget designers should design widgets.
A Good Idea - With a Caveat, Hirer Beware
I have no problem with this, and like [...]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 6 Comments

Know Thyself

By Michelle Malay Carter on April 14, 2008 

This is a continuation of my last post where I asserted that you really cannot be anything you want to be, and believing that you can be anything will leave you either depressed or judgmental.
It Begins in Childhood
The work of children is to figure out the world - to understand it physically and relationally.
Their work is [...]

Filed Under Employee Engagement, High Potential, Personal Observation, Talent Management | 3 Comments

Can We Really Be Anything We Want to Be?

By Michelle Malay Carter on April 13, 2008 

A quote on David Zinger’s blog got me thinking.
Ninety percent of the world’s woe comes from people not knowing themselves, their abilities, their frailties, and even their real virtues. Most of us go almost all the way through life as complete strangers to ourselves ~ Sydney J. Harris
Is this because self discovery is unnecessary if [...]

Filed Under Corporate Values, High Potential, Personal Observation, Talent Management | 12 Comments

Requisite Organization Training Course - June 4 - Raleigh-Durham, NC, USA

By Michelle Malay Carter on April 9, 2008 

Now that I’ve bashed training as nothing more than lipstick on a pig, I thought I’d offer some.
Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization.
On June 4, I’ll be leading a short course on some of the basics of the model and their implications for organizational [...]

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

Fertile Innovative-Risktaker Recruiting Terrain - A Friday Fascinating

By Michelle Malay Carter on April 3, 2008 

Companies frequently lament the lack of innovators and risk takers within their organizations. Maybe instead of B-schools, recruiters should start hanging out at freestyle motocross events.

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

The RFP Courtship Dance - A Friday Funny

By Michelle Malay Carter on February 21, 2008 

We’ve been talking about RFP’s this week.  You have to admit, the RFP process is essentially a courtship ritual.  The client is busy trying not to act impressed so the consultant doesn’t inflate their prices, while the consultant gets jazzed at the thought of “winning” more work. 
The unspoken dialog goes something like this: 
Client:  How much do you [...]

Filed Under Corporate Values, High Potential, Personal Observation, Strategy | 2 Comments

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