Quelle: Darwin, USA

There isn't a manager alive who doesn't have to deal with difficult employees. Our research indicates that leading the best and brightest workers--which we refer to as "Einsteins"--presents special challenges. To help managers understand the motivations and preferences of these individuals, we wrote Managing Einsteins: Leading High Tech Workers in the Digital Age . The book identifies six of the more difficult Einstein types that managers may encounter. Here we present each type and some techniques for dealing with them.

1. Arrogant Einsteins
Defining the Type: Einsteins often receive praise and accolades for their intelligence. They stand out from the crowd in their ability to solve problems. Some Einsteins begin to believe that their smartness gives them a special place in the world. Is it any wonder that one of the more common types of difficult Einsteins is the Arrogant Einstein? They can't open a magazine or newspaper without reading about how important they are. Arrogant Einsteins publicly flout authority and challenge managerial decisions.

Dealing with the Type: A good way to deal with Arrogant Einsteins is to be "matter of fact" about their arrogance. Don't allow their arrogance to become an intimidating factor in your interactions with them. Managers may have to accept the fact that Arrogant Einsteins will sometimes gripe out loud about them.

Tolerating a small amount of this allows them to blow off steam. It can become troublesome, however, if the griping affects the performance of others. If you detect that an Arrogant Einstein has transitioned from griping to rebellion or outright sabotage, then immediate steps must be taken to stop it. One very effective action is to meet the Arrogant Einstein in private and listen to his or her gripes. The very act of listening can defuse potentially damaging behaviors. Of course, Einsteins expect that their ideas will lead to action and change. It is actually counterproductive to listen to an Arrogant Einstein's gripes if you have no intention of doing anything about them. The best solution is to listen to the gripes and take action in areas that you agree can be improved.