Mike McNamee Crit Card Revolutionary Stanford Business May p. . Jack Welch Jack Straight from the Gut New York Warner Books especially pp. . COMMENTS GLENN YOUNGER CEO GRAH SECURITY Hiring well to begin with is great advice often overlook. There are basic types of Brilliant Jerks many actually but let s start with the different types.

Many people start out great and change

As they gain success stature and ability. They become successful even superstars and are given more power and authority and then handle it poorly. I call this the When I get to be Dad managers. These people can be sav with coaching mentoring and timely intervention. They Haiti Email List just ne a new vision of a person with power looks like and how they should manage. . Those Brilliant Jerks who have NEVER been easy to work around. They did not change over time or change after a promotion they were jerks from day one. If you inherit or miss hire these folks often it is challenging or impossible to turn them around. Saying goodbye as quickly as possible may be the best solution. These are the scenarios I have most commonly encounter.

What have you seen SERENE HUANG

GCFH.CN Brilliant jerks are hard to let go because they beautify the revenue statements at the end of the day. However the negative energy is very damaging Ethiopia Telegram Number to the organization as a whole. their behaviors to find out if they are actually aware of it and if they would change to fit the culture and make the environment a happier place to work in. I would also make peer apprasial part of their year end bonus. They would be given a period of time for improvement and if not they have to be let go to save the company from spiral negativity.

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