How to Maximize Irritating Genius
Genius is irritating. Highly talented people think differently. They offend the status quo. Don’t tell geniuses to tone it down. Encourage eagles to soar and lions to roar.
You can’t be great and hold down irritating genius at the same time.
Irritating Genius:
Mediocrity goes up when you weigh down people’s gifts. Don’t ask irritating geniuses to push rocks.
My heart sinks when someone says, “I’ve been told that I’m too compassionate, too driven, or too focused on the future.” This malarkey goes around more than you might imagine.
The trouble with “Miss Get it Done” is she seems pushy. The struggle of “Mr. Compassion” is he’s uncomfortable causing discomfort. They need more, not less.
Advise remarkable people to enhance their strengths. Teach “Mr. Compassion” to set boundaries and trust people to grapple with their own difficulties. Strengthen “Miss Get it Done” with emotional intelligence.
A person who is great at one thing can learn to be good at other things.
“Miss Get it Done” needs to learn that walking on people hinders progress. Compassion increases effectiveness.
“Mr. Compassion” needs to see that not getting things done insults talent and weakens engagement. Putting weight on people brings out their best.
Here’s another example. “Ms. Analyzer” struggles to make decisions. Telling her to tone down analyzing drains her potential. Instead, build structures around her skill that include deadlines and decision-making tools.
Stop advising people to be less of who they are. Instead, work on adding behaviors that maximize their strengths and eliminate behaviors that hold them back.
What behaviors are getting in the way of your genius?
What weaknesses correspond with your genius?
What new behaviors might maximize the geniuses on your team?
Still curious:
Ten Fatal Flaws That Derail Leaders – HBR
Liz Wiseman’s “Multipliers” is really changing me I think. I want to be effective. I was getting in my own way.
Thanks for bringing up, “Multipliers.” For those not familiar, “Multipliers” amplify talent by challenging, empowering, and investing in those they lead. The book identifies five leadership disciplines that help leaders become Multipliers: Challenger, Liberator, Debate Maker, Investor, and Talent Magnet.
You can find the book here: https://amzn.to/3YVtEtD
Building on people’s strengths leads to success. Building on people’s strengths should start in kindergarten!
So true, Gerard. Peter Drucker put it this way, “A person can perform only from strength. One cannot build performance on weaknesses; let alone on something one cannot do at all.”
Dan,
Another great article. As I read it I was reminded of a definition of leadership that is attributed to Peter Drucker, namely, that leadership is about making people’s strengths productive and their weaknesses irrelevant. It’s not exactly the same as what you expressed, yet, to me there are parallels.
Keep up the great work!
Bill
I’m not sure of the exact quote either, but I think you’re on target. Drucker wrote this in a 2005 HRB article.
“It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence. And yet most people-especially most teachers and most organizations concentrate on making incompetent performers into mediocre ones. Energy, resources, and time should go instead to making a competent person into a star performer.”
In other words, focus on improving strengths.
I needed this post today. Thanks, Dan and to those who suggested other resources, I am going to start by looking at myself more closely and deciding what strengths I can develop and what challenges I can overcome. Here’s to a wonderful week all!