DISQUS

Hi Frank,

This could be fun. So...

A broken toilet is temporarily a chair?
A broken refrigerator is temporarily a cupboard?
A broken laptop is temporarily a weight in your briefcase?

OK. I could fiddle away my morning here. Only boring stuff on my list today. Thanks for the diversion.

Michelle Malay Carter

I'm oddly fascinated by The Deadliest Catch myself. After you've seen a few episodes, it does get a bit redundant, but when I'm channel surfing, I like to grab a few minutes here and there.

As I eluded in my blog post today, I truly believe we are wired for certain kinds of work. Alaskan King Crab fishing draws a special breed. The work is astronomically physically demanding. They can work 18 hour shifts when the crabs are hitting. I watched one episode where they were filming some rare crew "time off", and what did the men do to entertain themselves during their time off? Wrestling! More physical activity.

I can assure you that these men got plenty of report card comments like: "Johnny just refuses to sit still in class." The men (I don't recall seeing any women) who make a career out of Crab Fishing are wired to the core for physical activity.

Regards,

Michelle Malay Carter

Hi Frank,

When I followed the link, I thought some spammers had taken over your site to trick us into visiting an adult site.

The top of the site has some pretty risque photos. Might make for a happy day at work for men.

It wasn't until I scrolled down that I saw what you were referring to in your post.

Michelle

Frank,

Hi Pos are a difficult group. Because their cognitive capacity is ahead of their experience level for much of their early careers, they are usually in roles below their capability. This ends up being frustrating for them and their managers, and this, among other things, makes this population an organization's highest turnover risk.

Hi Pos are a dangerous crowd too. When "let loose" in an organization without proper guidance, they can be like newly walking babies - full mobility and zero judgment. Here's how one of my clients characterized the situation: http://www.missionmindedmanagement.com/protecti...

So organizations must identify, acknowledge, tap, and protect this valuable resource. Unfortunately, they are usually just churned from organization to organization, the lucky ones eventually end up in the executive suite. The others become bitter, wasted, corporate collateral damage. I blogged about this sad situation too: http://www.missionmindedmanagement.com/corporat...

Regards,

Michelle

This book looks promising Frank. Thanks. You know my line: I'm OK. You're OK. Let's fix the system.

Michelle Malay Carter

Congratulations. That's quite an honor.

Your fan,

Michelle Malay Carter

"Ever try to talk to someone who thinks he’s fully competent when he’s barely adequate?"

I have these discussions with my children everyday. They are 6 and 9, and they are convinced they know more than I do on a regular basis.

Michelle

Frank,

Yes, I agree. I agree. And, I think HR's time would be well spent helping the ORGANIZATION help managers be better managers by seeing that consistent, integrated systems, practices, and policies for managerial leadership, organization design, and talent management are in place.

Systems drive behavior and telegraph values. We can coach and train one "bad" manager at a time, and then send him back into a disfunctional system, and we will get more of the same.

Or we can spend our time at the system level to eliminate conflicts of interest and roadblocks to productive work, and watch everyone respond positively at once.

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

Regards,

Michelle Malay Carter

Frank,

Are we creating problems that we know we can fix because we are too overwhelmed by the magnitude of the real problems? 79% employee disengagement says Towers Perrin.

It's easier to implement micro level solutions than address the macro level.

Regards,

Michelle Malay Carter

Frank,

You've struck giggle gold again! You have a knack for this!

Regards,

Michelle Malay Carter

Official and Honest: I'm OK. You're OK. Let's fix the system.

Unofficial and Honest: Insubordinate employee turned management consultant.

Michelle Malay Carter

Maybe this crazy trend is reversing. Merill Lynch's ousted CEO will receive no serverance!

http://www.thestar.com/Business/article/272091

Regards,

Michelle

Too good not to pass along. Thanks.

Yes, managers get a bad rap because they work within broken systems, and systems drive behavior. We all would be a lot happier at work if the executive leadership level would install a total system model for managerial leadership. What would that look like you ask?? http://www.missionmindedmanagement.com/we-dont-...

When I was a child and Mothers' or Fathers' Day would roll around, I can remember uttering one of those classic kids statements, "That's not fair" followed by my desire to see a National Children's Day. My Mother wouldn't miss a beat in saying, "Every day is children's day." Now that I am a mother, I get this.

So, in response to your post, I couldn't help but thinking, every day is National Oppressed Employee Day. Even those who are bosses, unfortunately, have bosses.

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

Misspellings can draw the eye too. Intentional on your part or subliminal? Either way, it worked for me.