It is not unusual that you expect to lead the best of talent. You ensure that your HR personnel work towards finding the most talented bunch of employees to work with you. With a team full of talented people, you can accomplish your expectations, or perhaps, outdo them. However, you must not forget the fact that talented people are a complex set of individuals.
Not only do they think faster than most others, they also indulge in out-of-the-box thinking to find quick and innovative solutions for many a complex problem. However, they are complex in nature and attitude. Here are some of the key points you need to bear in mind while dealing with your smart subordinates.
Provide them with a Sense of Achievement: Since your talented people achieve more, they expect more in return. You need to ensure that they feel a sense of achievement. You must make them feel that they are being valued for their invaluable contributions through proper gestures such as acknowledging their contributions at board meetings, delegating a few responsibilities or giving them a promotion.
Facilitate Decision Making: As a manager, you have an authoritative as well as emotional role in facilitating the pleasure and progress of your subordinates. You are like a father in a family. You need to know, analyze and cater to the emotional leanings of your team members.
At times, you may find your subordinates with better domain knowledge than you have. Accept their areas of strength and help nurture it. As a manager, you have ample opportunity to shine. Allow your subordinates to shine as well with their brilliant performances.
Know their Priorities: Their priorities at times can differ from yours. You need to be empathetic and build trust with them. Do not enforce your decisions on them. Encourage them to openly disagree and come up with their perspectives. Never say, “I know that.” This will discourage them from airing their genuine viewpoints in future. Listen to them, take your time to analyze what they say and put your viewpoint before them objectively.
Never take Credit for their Ideas: People love their ideas to be respected and rewarded. I once had a manager who used to take his subordinates’ ideas and brand them as his own before his superiors. This made him unpopular and untrustworthy with his subordinates. He used to find it problematic to motivate his reports to achieve the project objectives. So, always give credit where it is due. Don’t mess with this important function.
To be effective in getting the best out of your talented team members, you need to go out of narrow hierarchic barriers and create an environment where your performing reports grow with you.
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