Post by arfangkseo on Mar 8, 2024 22:19:54 GMT -6
Joseph Seiler recalled that in growing companies where he worked I came across a few of these Type people. What seemed to help was to load them up with big projects and to score their interpersonal skills often. Grant Stanley said rather than dismiss them I have been able to use their skills and abilities to … create training materials to share their best practices. Todd Stark mused about how much we really know about brilliant jerks and how to manage them.
As he put it I think we need to learn more about this type of person to deal with this phenomenon. We need to learn more about specifically how these folks bring something valuable into the organization and specifically how to minimize the damage Stark wrote. Many companies are run by jerks and some of the most successful projects in the world have been accomplished by jerks. Todd s comments prompt the questions Have we failed to take Poland Mobile Number List appropriate notice of research and accumulated experiences that would help managers understand and act on the problem Can the brilliance of the jerk be tapped with some degree of consistency Is it worth it What do you think Original Article his numbers while alienating those around him will gain needed attention in the coming months with at least one book about to be published on the subject.
This is an age old problem that most managers handle badly. You know the story by now. It concerns high performing employees known by some as stars and by others as destructive heroes or brilliant jerks those who generate a great deal of business while creating problems for colleagues. They are demanding to the point of being abusive they make promises to clients that their colleagues cannot meet they take too much credit for success and they generally are unable to adhere to commonly shared values of members of the organization.
As he put it I think we need to learn more about this type of person to deal with this phenomenon. We need to learn more about specifically how these folks bring something valuable into the organization and specifically how to minimize the damage Stark wrote. Many companies are run by jerks and some of the most successful projects in the world have been accomplished by jerks. Todd s comments prompt the questions Have we failed to take Poland Mobile Number List appropriate notice of research and accumulated experiences that would help managers understand and act on the problem Can the brilliance of the jerk be tapped with some degree of consistency Is it worth it What do you think Original Article his numbers while alienating those around him will gain needed attention in the coming months with at least one book about to be published on the subject.
This is an age old problem that most managers handle badly. You know the story by now. It concerns high performing employees known by some as stars and by others as destructive heroes or brilliant jerks those who generate a great deal of business while creating problems for colleagues. They are demanding to the point of being abusive they make promises to clients that their colleagues cannot meet they take too much credit for success and they generally are unable to adhere to commonly shared values of members of the organization.