Do you prefer to lead employees who are agreeable, tolerant, dependable, follow the rules and pursue realistic goals?
Or would you rather supervise contributors who take risks, push back against authority, challenge current strategies, and pursue audacious goals?
A study of 12,058 managers reported in Managers Don’t Love Innovators, researchers report that most managers prefer employees who are agreeable and tolerant. These individuals have a high-security drive. However, superstars may possess an adventure drive, that is, they are nonconformists who challenge conventional practices and enjoy taking risks.
Even though teams are likely to have few high-adventure superstars, their motivators are different from members with a high-security drive.
The article, How to Motivate Your Superstars suggests training programs that help managers recognize the unique needs of adventure-driven performers, allow them more freedom and challenge them with new assignments. Managers can also encourage adventure-driven performers to lead project teams consisting of members from different functional areas. And evaluations should assess behaviors like “assists in executing change,” “takes risks,” and “innovates.”
A caution, some superstars may have a high-security drive. Since they are thriving in a conventional environment, traditional forms of recognition, reward and growth opportunities may be sufficient motivators.
