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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How To Have Employees Experience their Manager As A Leader – A Design and Screening Solution
By Michelle Malay Carter on June 10, 2009
My last post?had the word impotent in it twice, so those who read my posts via email may have had the post hijacked by a spam filter.? Additionally, because my last post was so long, I am?repeating the end of my last post under a new title with one new context setting introductory paragraph. Managers […]
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Requisite Organization Design Ensures Managers Can be Leaders
By Michelle Malay Carter on June 7, 2009
Organizations expend tremendous resources trying to whip individual managers into being leaders via training, coaching, inspiring, punishing, demanding, pleading… Although these various approaches may, in fact, provide some results, if your organization design is structurally flawed, even your most motivated, knowledgeable and well trained manager leaders will be rendered impotent. Who is MacroManaging Our Organizations? […]
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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 […]
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Hate Your “Boss on Paper” but Receive Leadership Elsewhere?
By Michelle Malay Carter on May 26, 2009
Too Many Managerial Layers Bogs Down the Work Having too many reporting layers in an organization creates frustration and slows decisions and communication down.? It impedes work.? Considering that humans are wired to work, they get cranky when their work is impeded. Best Intentions Does Not Always Equal Best Practices Organizations often add management layers […]
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Requisite Organization Design – Flat Ain’t All That, but Neither is Fat
By Michelle Malay Carter on April 29, 2009
A client who is undergoing a Requisite Organization implementation received the following question from an employee, and I helped craft a response which you can read below.? They modified my suggested response before diseminating, and I added the pithy subheads before posting this. With more companies moving away from hierarchy-type organizations, how is a deeply […]
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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 […]
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Hidden High Potentials and Underachievers – There is a Blog for You!
By Michelle Malay Carter on March 26, 2009
My friend Forrest of Requisite Writing, a blog aimed at hidden high potentials aka underachievers, thinks the advice I offered young, high potential leaders about using wait time for character building in my last post was a bit naive, maybe uninformed – my words, not his.? He did, however, give me credit for being well […]
Filed Under Employee Engagement, High Potential, Requisite Organization, Talent Management | 3 Comments
Young, High Potential Leaders – Use Wait Time to Build Character
By Michelle Malay Carter on March 25, 2009
In terms of requisite cognitive capability, high potentials graduate from college with the ability to problem solve at work level 3 or 4.? Which loosely translates into a director or vice president type role within an organization.??I say?loosely because?we know without a collective understanding that a universal measurement system exists for work, titles are useless […]
Filed Under Employee Engagement, Executive Leadership, High Potential, Personal Observation, Talent Management, Work Levels | 8 Comments
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