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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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 […]

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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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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 […]

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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 […]

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 […]

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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 […]

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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 […]

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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 […]

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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? […]

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