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
So Just What is a Democratic Workplace?
By Michelle Malay Carter on April 29, 2008
Competitive Elections and Majority Rule? I’ve been pondering this for a while. I looked up the definition of democracy on wikipedia, and unfortunately, there is no three sentence definition. However, it states, that competitive elections is the most common thread. Additionally, majority rule is the next usual predominant feature. (FYI – The USA is a […]
Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Strategy, Talent Management | 11 Comments
Operationalizing Innovation – Accountabilities by Work Level
By Michelle Malay Carter on April 28, 2008
I’ve said before that innovation should be an expectation at all levels, but innovation will look different at different work levels. All work has creative elements to it. Current Operations Versus Strategic Innovation at the bottom three levels of the organization will add value to current operations. Levels 4 and up should be adding “strategic” […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Work Levels | 3 Comments
Adaptive Path At Destiny’s Door
By Michelle Malay Carter on April 18, 2008
During my typical morning internet surfing, my circuitous route led me to this CEO job opening announcement at Adaptive Path.? Love the?name. ?After reading their website, I’m sure my management consulting firm, PeopleFit, could benefit from their” finding-your-market” and product design services.?? I still don’t fully understand what they do, but they seem hip, savvy, […]
Filed Under Corporate Values, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments
The Bookshelf Doth Mocketh
By Michelle Malay Carter on April 15, 2008
I’ve been tagged by Jim Stroup at Managing Leadership. The Assignment My assignment is to post sentences 6 – 8 on page 123 of a book that I am reading, list books yet to be read on my bookshelf, and pass the tag along. Truth be told, I’m not currently reading any books as I […]
Filed Under Corporate Values, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 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 […]
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 | Comments Off on Requisite Organization Training Course – June 4 – Raleigh-Durham, NC, USA
If a Tree Falls in the Woods, How Will It Affect Its Performance Appraisal?
By Michelle Malay Carter on April 8, 2008
If a man speaks in the woods and there’s no woman around to hear him, is he still wrong? Being a woman, I found this humorous, I would credit the author but do not know who she is. On an organizational level, the question becomes: If a staff member gives advice to a line manager, […]
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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 | Comments Off on Fertile Innovative-Risktaker Recruiting Terrain – A Friday Fascinating
Trouble in Egalitarian Paradise – San Francisco Strippers Go Co-Op
By Michelle Malay Carter on March 31, 2008
Egalitarianism sounds good in theory but falls apart in practice. Everyone takes credit when times are good. When things go badly, it was someone else’s fault. Egalitarianism often includes the dismantling of structure, processes, and policies. The mindset being – we’re all good, hard-working people. If everyone does the right thing, we’ll be OK. This […]
Filed Under Accountability, Corporate Values, Employee Engagement, Organization Design, Requisite Organization, Strategy | 3 Comments
It’s Lonely In the Total Systems Leadership World – A Friday Fascinating
By Michelle Malay Carter on March 28, 2008
You’ve likely seen this 60 second video by now. If not, invest 60 seconds before reading further. The video is a test, and I failed. Watch it to see if you are better at paying attention than I was. What Are Our Eyes On? It seems that we all have our eyes on getting individual […]
Filed Under Corporate Values, Executive Leadership, Managerial Leadership, Requisite Organization, Strategy | 2 Comments
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