![]() ![]() ![]() They don’t want to deal with office politics, rules, or people loafing around. The psychometric buildup of the “crazy-brilliant” kinds means they will do whatever they can to make sure that their ideas come to fruition. They won’t align with management 100% of the time, and they might break all sorts of HCM and recruitment rules to hire the people they want for company projects. When a Jobs is on your HR team, they’re going to be assertive and aggressive to get things done their way. The reason I loved it so much was for the mere fact that the crazy ones embraced their madness. One of my favorite quotes from the latest Avengers film came when Tony Stark and Bruce Banner are discussing creating artificial intelligence and Tony convinces Banner, by stating: My nerd side is about to come out, and I don’t mind. So, if Jobs were an HR manager, would his personality make your department a nightmare? Or was he simply an HR innovator because of what he got out of employees? The Crazy-Brilliant Archetype After his return in 1997 as CEO, Jobs made Apple one of the most profitable companies in the history of the planet. Even with no professional training in people management or business, he pushed his employees to new levels of innovation and creativity. However, his insanity (or brilliance) led the company back to prominence. ![]() There could not be a better example of this than Steve Jobs.Ī genius in his own right, Jobs was also a troubled man known to not give credit where it was due, berate employees, and make the people around him work ungodly hours-contributing to his departure from Apple in 1985. The one thing with historic figures is that we often forget about their flaws and manage to believe that they were great characters because of the image we’re left with. We admire them because they make us believe in ourselves they give us an ideal to strive for. History books and biographies serve the purpose of recognizing winners: the individuals or groups that come out on top of a rough journey. ![]()
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