Requisite Organization, Organizational Structure, Managerial Leadership, Talent Assessment – Short Articles

By Michelle Malay Carter on August 31, 2010 

  What Have You Done for Me Lately? In the blog world, recency is everything!  I’ve been going where the energy is lately and that hasn’t been Mission Minded Management. Truth is Timeless – Requisite Organization My blog is rooted in the meta-model, Requisite Organization, which focuses upon structuring your organization to take advantage of […]

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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

Measuring Employee Performance Tells as Much about the System as It Does the Employee

By Michelle Malay Carter on February 19, 2010 

In addition to old-fashioned happenstance, there are three main areas of influence over one’s performance within an organization: Three Areas of Influence over Employee Performance 1. The first is the person’s capability profile which is composed of a) knowledge, skills and experience, b) values, temperament and inhibitors, as well as c) current cognitive capacity. 2. […]

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

If You Design It, They Will Engage. Executive Leadership and Requisite Organization Design

By Michelle Malay Carter on January 1, 2010 

Trees and flowers don’t strive to grow.??It’s built right into their DNA to grow and to bountifully produce. Executives Should Take a Page from Farmers Executive leadership?should be concerned about creating the conditions necessary for employees to flourish.? People are wired to work.? They want to produce and produce bountifully. Farmers don’t spend their days […]

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Engaging Employees Through Operationalizing Good Power, Starving Bad Power, and Disallowing No Power

By Michelle Malay Carter on December 21, 2009 

I was struck by a message on Good Power Versus Bad Power?at my house of worship last week.? It occurred to me that this is what PeopleFit endeavors to do within Managerial Hierarchies. Throwing The Baby Out with the Bathwater – Egalitarianism We are kidding ourselves to believe?managerial hierarchies can be?egalitarian.? Power must be exercised.? […]

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

Doing Things Right Versus Doing the Right Things – Operational Work Versus Strategic Work

By Michelle Malay Carter on December 10, 2009 

We can convert the famous Peter Drucker quote about management being doing things right and leadership being doing the right things into requisite work levels speak. What Drucker was drawing a line between was the operational work levels in an organization and the strategic work levels in an organization. Doing Things Right aka Current Operations […]

Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 1 Comment

Ford not only Survives, but Thrives? Was it Science-based Organization Design and Talent Assessment?

By Michelle Malay Carter on November 3, 2009 

Good news for Ford Motor Company this week as it earned a third-quarter profit of almost $1 billion and expects to be “solidly profitable” in 2011 in its North American business.? Has Ford turned the financial corner? I was reminded last week at the Global Organization Design Society’s International Conference that Ford Motor Company worked […]

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What Does Your Franchise Fee Pay For? Work Levels 5, 4, and 3

By Michelle Malay Carter on October 18, 2009 

The franchise model has been responsible for many an American dream (insert your country here as well).? And what are you buying when you purchase a franchise? Level 5 – The brand, the business model, the strategy Level 4 – The infrastructure, the future focus strategic work, operational change decisions Level 3 – The operational […]

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What is Requisite Organization? The Elevator Speech

By Michelle Malay Carter on October 13, 2009 

I work for PeopleFit, a management consulting firm that specializes in: Organizational engineering, talent assessment,?and designing managerial leadership systems rooted in Elliott Jaques’ meta-model, Requisite Organization. What a marketing nightmare – creating demand for services that most executives have never conceived of! Let’s Learn from Other Professions! While most professions and industries have standards of […]

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Human Resource Work Stratified by Requisite Work Levels

By Michelle Malay Carter on October 8, 2009 

I have a colleague who will be speaking to a society of Human Resource Professionals on the topic of work levels, and it’s meta model, Requisite Organization, developed by Elliott Jaques.? He asked me for help in developing?a hierarchy of typical work within a Human Resource function.? Requisite Work Levels Since work levels is a […]

Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 1 Comment

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