Managing Idiosyncratic Talent – HBR blog

LW422

One of my favorite aspects of management is finding the core brilliance in each person, and figuring out how to help that brilliance take center stage in his or her work.  In addition to not trying to fit a square peg into a round hole, sometimes this also means helping people get out of their own way.

This is highlighted in an interesting interview with Robert D. Austin on managing “idiosyncratic talent”.  He suggests that we can avoid “leaving good talent on the table” by rethinking our ideas of how people need to “fit in” in order to be employable, and uses software testers in a successful Danish company as a prime example.

 

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