Why Perfect Candidates Still Fail on the Job

By Michelle Malay Carter on June 29, 2008 

Recruiting Effectiveness Metrics
I recently read a blogger proposing that recruiters should be measured not only by how many slots are filled or how quickly the slots are filled, but also by the first year’s performance of the candidates they place.  I agree that how many and how quickly will not tell the whole story, but neither [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments

Can We “Luck” Our Way into Effective Organization Structure? A Friday Funny

By Michelle Malay Carter on June 26, 2008 

If we don’t really understand work levels or human cognitive capability in terms of levels, what do you think the probability is that we will luck our way into effective organizational structure to carry out our strategy and live our values?
As probable as this, I suspect…

I’m OK.  You’re OK.  Let’s fix the system!  It starts with [...]

Filed Under Corporate Values, Executive Leadership, Requisite Organization, Strategy, Work Levels | 1 Comment

Michelle Malay Carter Interview on the Epic Living Hour

By Michelle Malay Carter on June 23, 2008 

As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show.

I’m OK.  You’re OK.  Let’s fix the system.

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment

Structural Failures within Organizations - Close is Not Good Enough

By Michelle Malay Carter on June 17, 2008 

Steve Roesler throws out the concept of applied management in his latest post on employee survey research.  I couldn’t agree more that we need more applied management within organizations.
And I would ask, just what are we applying?
Is Close Good Enough?
Engineers take natural laws and science-based knowledge and use this inform to inform their designs.  If I [...]

Filed Under Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 7 Comments

Are You Open to the Idea that You are Closed Minded?

By Michelle Malay Carter on June 15, 2008 

I came across a job announcement the other day and one of the personal characteristics they were looking for in a candidate was open-mindedness. 
My question is, if you asked 100 people if they were open minded, how many would say no?
I suspect that closed-minded people view themselves as being principled, right, or knowledgeable, but not [...]

Filed Under Managerial Leadership, Personal Observation, Requisite Organization, Talent Management, Work Levels | Leave a Comment

Help Candidates Self Select with Work Levels Job Descriptions

By Michelle Malay Carter on June 8, 2008 

Because we don’t have science-based understanding about work, i.e. that it occurs in discreet, measurable levels, we do a really poor job of writing job descriptions.
What About the WORK?
Most job descriptions are a mishmash of ambiguous competencies, personality characteristics, and often include arbitrary educational qualifications.  They do a lot of talking about the candidate qualifications but precious little about [...]

Filed Under Employee Engagement, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments

Intuiting Work Levels - Justin Foster’s Strategy Hierarchy

By Michelle Malay Carter on June 3, 2008 

Jamie Notter mentioned coming upon Justin Foster’s idea of Strategy Hierarchy. 
Justin does a great job of describing work levels 5, 4, and 3.
Here’s Justin’s description:

Vision - Develop the simple idea. This is very likely the original reason a venture or effort was started. In addition, the Vision is the picture of success in the mind [...]

Filed Under Organization Design, Requisite Organization, Strategy, Succession Planning, Work Levels | Leave a Comment

Three Organization Design Principles - Why Engagement Sits at about 20 Percent

By Michelle Malay Carter on May 28, 2008 

Organizational Engineering
At PeopleFit, we consider ourselves organizational engineers.  Meaning, we use scientific knowledge and natural laws in order to design and implement structures, systems, and processes that realize a desired objective and meet specified criteria - i.e. we design requisite leadership systems which produce work enabling organizations rooted in trust, fairness, and accountability.
It’s As Easy [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 6 Comments

Insightory - A Management Information Repository

By Michelle Malay Carter on May 27, 2008 

If you haven’t stumbled upon it yet, you should check out Insightory.
It’s a platform for management professionals, academicians and graduate business students to share their knowledge and insights with the corporate world, solve management issues collaboratively, and network with peers who have similar professional interests.
Their goal is to do for management knowledge what Wikipedia has [...]

Filed Under Accountability, Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 2 Comments

The Dangers of Promoting from Within - Avoid “Right Place at the Right Time” Promotions

By Michelle Malay Carter on May 21, 2008 

It’s a noble thing when organizations strive to promote from within, but this can really become a mess during times of explosive growth.
HR’s Image Problem May Be Rooted in Promoting From Within
In my last post, I eluded to the fact that this happens in HR quite frequently, and this may be why HR has an [...]

Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 7 Comments

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