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
The work of [...]
Filed Under Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 1 Comment
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 processes for consistency, [...]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
strategy+business and Ram Charan - Let’s Further Define “Altitude”
By Michelle Malay Carter on September 29, 2009
In Author’s Choice: What Is and Isn’t Micromanaging?,strategy+business discusses Ram Charan’s book about raising the level of corporate discourse, Owning Up: The 14 Questions Every Board Member Needs to Ask.
The Right Altitude
Ram Charan uses the phrase, asking questions at the right altitude. Once again, intuitive proof that we all sense work levels, but don’t have [...]
Filed Under Requisite Organization, Strategy, Work Levels | 1 Comment
NonCommission Sales Compensation - Is this Blasphemy?
By Michelle Malay Carter on August 24, 2009
Show Me the Logic
Should sales people be held accountable for their effectiveness (which includes output as one input) but their managers ultimately accountable for their output. This is the standard of accountability that I have proposed be used for all employees. If we held sales people accountable to the same standard as all employees, does it make [...]
Filed Under Accountability, Employee Engagement, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management | 6 Comments
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
Check Your Perceptions at the Door, If You Can - A Friday Fascinating
By Michelle Malay Carter on June 19, 2009
Mission Minded Management is all about debunking the widely held misconceptions that prevail about work, human capability, and what causes most dysfunction at work. Hint: I’m OK. You’re OK. Let’s fix the system.
A few weeks back I wrote a post called, Is the Story You are Telling Yourself Helpful?, and I’ve since found a video clip that powerfully [...]
Filed Under Accountability, Corporate Values, Employee Engagement, Requisite Organization, Strategy, Talent Management | 1 Comment
Requisite Felt Fair Pay - Key Elements, Principles and Texts
By Michelle Malay Carter on June 18, 2009
The following is part thee of a three-part post on Felt Fair Compensation. See Part 1 and Part 2 here.
This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research [...]
Filed Under Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Leave a Comment
Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation – A 60 Year History
By Michelle Malay Carter on June 17, 2009
The following is part two of a three-part post on Felt Fair Compensation. See Part 1 here.
This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations.
Over 60 Years of [...]
Filed Under Corporate Values, Executive Leadership, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management, Work Levels | Leave a Comment
The Predictable Outrage over Outrageous Executive Pay
By Michelle Malay Carter on June 16, 2009
The following is part one of a three-part post on Felt Fair Compensation.
This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations.
Paying Executives More For Less?
Interest in [...]
Filed Under Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | Leave a Comment
Appropriate Focus? - A Friday Funny
By Michelle Malay Carter on June 5, 2009
A while back I wrote a poem about focusing upon the right things. This sign reminded me of that poem. (Be sure to squint read the fine print.) The sign is for your Friday funny pleasure. I was serious when I wrote the poem.
I’m OK. You’re OK. Let’s fix the system.
Seek and Ye Shall Find
Organizations [...]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy, Talent Management, Work Levels | Leave a Comment
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