Mission Minded Management Turns Two – I’m OK. You’re OK. Let’s Fix the System.

By Michelle Malay Carter on September 25, 2009 

Turning two this week is Mission Minded Management, PeopleFit’s organization design,?executive leadership, and?operational management blog that draws its theory from the meta-model Requisite Organization and draws its contents from the author’s work and life experiences.? Thank you for your continued?support and readership.? Please send a link to a friend! Here were the most-read posts published […]

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Who Is Accountable for “The Customer Experience”? Maybe Not Who You Think

By Michelle Malay Carter on September 13, 2009 

Customer Experience Surveys As an add on to my thoughts about scapegoat syndrome, I wanted to add a caution around data derived from customer experience surveys.? Are you measuring what you think you are measuring with these surveys? As Much about Systems as Customer Service When you ask a customer how their experience with your […]

Filed Under Accountability, Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 7 Comments

It’s Not About FINDING Talent. It’s about IDENTIFYING and TAPPING What You Already Have

By Michelle Malay Carter on September 3, 2009 

I answered the following question posted on LinkedIn, and I’m posting my response for your enjoyment: What are the most important factors needed to be considered for effectively managing talent? Talent, Talent Everywhere PeopleFit research, with over 7,000 data points, finds that about 20% of employees are UNDERUTILIZED. So the problem does not lie with […]

Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments

How to Avoid Scapegoat Syndrome – Understand Work Levels

By Michelle Malay Carter on August 14, 2009 

Scenario:? A safety violation occurs at work on the front line.? Who is accountable? ?Understanding work levels can answer this question. Bye Bye Employee Engagement Holding the wrong person accountable reduces trust and fairness, and these are two precursors to engagement. Work Level 1 Accountability – The Front Line Employee Work to procedures and training.? […]

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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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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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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? […]

Filed Under Executive Leadership, Organization Design, Talent Management, Work Levels | 2 Comments

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