“Imagine if Albert Einstein had been told, just as he was developing his theory of relativity, that he needed to stop spending so much time alone with his work and instead take on management responsibilities for a team of people. The result would have been a frustrated Einstein, a demoralized and poorly managed team, and a great loss to humanity’s understanding of the universe.”
In the book Radical Candor, Kim Scott talks about two types of employees – Rockstars and Superstars.
Rockstars, People who love stability/ gradual growth and are content with being in the same role over time could be Developers, Accountants, Designers…
Superstars, People who love steep growth, always seeking the next role or opportunity – anyone in any role really.
Managers tend to favour superstars in terms of reward and look down on Rockstars as people merely content with the status quo, that’s a flawed worldview, rising to management level isn’t and shouldn’t be the goal of everyone, some people are meant to just keep doing the same thing.
The title Rockstar and Superstar also isn’t a fixed status, people could take up this outlook to life due to changes in life e.g Most people start off their careers as superstars but might choose to be rock stars when expecting a baby or wanting to spend more time with their family.
She also gives advice to managers on how to manage these different kinds of people.
“What’s the best way to manage rock stars, the people whom you can count on to deliver great results year after year? You need to recognize them to keep them happy. For too many bosses, “recognition” means “promotion.” But in most cases, this is a big mistake. Promotion often puts these people in roles they are not as well-suited for or don’t want. The key is to recognize their contribution in other ways. It may be a bonus or a raise. Or, if they like public speaking, get them to present at your all-hands meetings or other big events. If they like teaching, get them to help new people learn their roles faster. Or if they are shy, make sure that you and others on the team thank them privately for the work they do. Consider, carefully, tenure awards. If your organization gives performance ratings and/or bonuses, make sure they are fair to the rock stars.”
“The best way to keep superstars happy is to challenge them and make sure they are constantly learning. Give them new opportunities, even when it is sometimes more work than seems feasible for one person to do. Figure out what the next job for them will be. Build an intellectual partnership with them. Find them mentors from outside your team or organization—people who have even more to offer than you do.”
Albert Einstein was a Rockstar!
Which are you now?
Today’s challenge: take a funny selfie and post
Author: Victor Adeyemo
Victor Adeyemo is a Leadership and high performance coach, an Event decorator and MC. He is the team leader of Leaders Digest