Managing Overachievers

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  bjoernlasse03/17/08 Report as spam
  1

  anti competition

  over achievers need lots of appreciation - to change the behavior is the most
  discouraging you can do. This approach is complete non sense.

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  bistro2406/22/08 Report as spam
  2

  Overachieving or under-utilized?

  While I can't agree that this approach of "managing" overachievers is complete nonsense, I do feel that it causes managers and/or companies to miss the boat on some real potential.
  
  As an employee who fits in pretty well with many of the characteristics described in this video, though not all, I see the problem with the management technique as one of failing to recognize where a person's strengths lie and managing to them effectively.
  
  I'm a firm believer that I am not defined by my job title, which incidentally, is Technical Communicator; I am defined by my strengths. I know that I tend to be what's become known as an "overachiever", forging ahead on my own, trying to improve processes that I really have no hand in, etc. This has sometimes led to issues with my manager, it has also presented opportunities to perform tasks outside of my normal duties. Most importantly, it has also helped me to realize where my strengths really lie.
  
  Perhaps instead of managers trying to rein in people that exhibit these traits, they should try harder to determine what the motivations are for their behavior, focus on the positive aspects of it, and try to manage "to" them rather than against them, utilizing their abilities in unique ways.
  
  It may even be that the person is in the wrong position for their personality, and would benefit from career counseling to determine where their abilities might benefit the company.
  
  People may see me as being an overachiever, but I see myself as a person with boundless creativity and innovative spirit. I just need somplace to direct it and I know that I could have a huge impact. I'm still working on that!