An Employee Best Fit Model – The Capability Assessment Triangle

By Michelle Malay Carter on May 10, 2010 

Best Fit Model – PeopleFit’s Capability Assessment Triangle How?do managers go about finding the best fit between employee and role?? Most look at resumes and use behavioral based interviewing, but these?items only get at what someone has already had a chance to do.? With research showing that 20 % of employees are underutilized, we a […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments

Talent Assessment – Easy Peasy?

By Michelle Malay Carter on May 6, 2010 

It’s?easy to walk on water when you know where the rocks are.??? –? Gerry Kraines I’ve found that managers are highly capable of assessing the relative cognitive capability (by work level) of their employees when they are given a work levels framework. People Are Different, and It’s Not Just about Experience and Education If you […]

Filed Under High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Leave a Comment

Why You Shouldn’t Hire the Best and the Brightest Candidate

By Michelle Malay Carter on May 5, 2010 

Instead of focusing on hiring the best and the brightest candidate that applies for your position, shouldn’t you focus on hiring the best match? The Dangers of Overhiring Focusing on hiring the brightest candidate can lead to overhiring, which, unless you are building bench for growth, creates drag in the system over time. Back to […]

Filed Under High Potential, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 10 Comments

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 […]

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 […]

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 […]

Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments

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 […]

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 […]

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, […]

Filed Under High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 1 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 […]

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

Next Page →