For several weeks recently, I taught brain based leadership approaches to uniquely talented leaders in Ireland. So I was a bit usure that I agreed with the list below.
Rob Goffee and Gareth Jones, in the latest issue of Harvard Business Review list 7 reasons why smart people are “hard to manage.”
Briefly stated … they -
1. … know their worth
2. … are organizationally savvy
3. … ignore corporate hierarchy
4. … expect instant access
5. … are well connected
6. … have low boredom threshold
7. … won’t thank you
What do you think?
If you agree that this list represents intelligent people where you work, you’ll likely also be interested in the 7 two-footed questions below. Each question is designed to spark new neuron pathways for talented people:
1. How could your talent benefit you as much as it benefits this firm?
2. What might you teach the rest us about organization that draws from talents?
3. How can we help you more to speak and feel heard at work?
4. Do you have suggestions for leadership communication improvements?
5. Who do you know who could collaborate or advise us on the next project?
6. What are we doing to cull creativity in your view, and what can we do better?
7. What would it take for you to value this workplace more?
What else would you ask clever people or what would you advise those who attempt to lead talented workers?
» 7 Questions to Help You Lead Talented People from BizzBites.com
Rob Goffee and Gareth Jones, in the latest issue of Harvard Business Review list 7 reasons why smart people are “hard to manage.”
Briefly stated … they -
1. … know their worth
2. … are organizationally savvy
3. ... [Read More]
Tracked on: March 17, 2007 9:13 PM | Permalink to Trackback