How to Deal with the Smartest Guy in the Room

If you run a business, you need to ensure you are not the smartest guy in the room. You want to have smarter people working for you. At the same time, the smartest guy in the room can be the most annoying guy in the room. How do you deal with the smartest guy in the room? It would be best if you put him or her in a position to use his strengths. If you do this right, the smartest guy in the room will make you a lot of money. You also have to motivate him or her. You have to squash your ego and manage the smart guy’s ego. This can be the most difficult task.

You probably already hired him for his strengths. It would help if you put him in a position where they can excel. It would be best if you found out his passions and what motivates them. What do they want in 10 years? Once you know this, you can put him in a position to succeed. For example, help form a plan to accomplish both your business and their goals.

The second step is to give him challenging tasks that are within their area of expertise. These tasks should be specific and measurable so that you can track his progress. For example, if they are in charge of marketing, you can set a goal for them to increase website traffic by 10% within six months.

The third step is to provide feedback regularly. This feedback should be both positive and negative. For example, if he increases website traffic by 10% within six months, you can give him positive feedback. However, if he only increased website traffic by 5%, you can give him negative feedback. You need to make sure you motivate but at the same time challenge.

The fourth step is to keep him motivated by giving him rewards for his successes. For example, if he meets his goal of increasing website traffic by 10%, you can give him a bonus or an extra day off. You need to structure the system to reward growth and help your smart guy stay motivated.

Dealing with the smartest guy in the room can be difficult, but it is possible. You need to find out what he is good at and what motivates him. Once you know this, you can put him in a position to succeed. You also need to give him challenging tasks that are within his area of expertise and provide feedback regularly. Finally, you need to manage them and make sure they thrive in a controlled environment and rewarding.