Recently, Dartmouth’s business professor Sydney Finkelstein published a book called “Super-bosses” which illustrated about a specific boss who barely tries to make other people achieve their goal.
These super-bosses just hunt for extraordinarily gifted workers, and only the one outstanding character they hunt for is superpower knowledge.
Giving an example of a super-boss, Finkelstein mentioned Oracle co-founder and former CEO Larry Ellison’s name who is considered as a perfect Super-boss and recited a line from the book “The Difference Between God and Larry Ellison“ by Mike Wilson to explained Ellison’s approach to specifying passionate job candidates.
As previous Oracle engineer Roger Bamford told Wilson, Ellison drilled his recruiters to ask new college graduates: “Are you the smartest person you know?”
If the “positive” answer comes from the applied then the authority would hire them but if the “negative” answer comes then the authority ask for “Who is?” then the authority would try to recruit that other person instead.
Obviously, Ellison might have achieved more in enlisting presumptuous individuals as opposed to the sharpest individuals with this methodology, yet the story exemplifies one of the key contrasts between normal administrators and super-bosses.
Finkelstein thinks that normal managers are reluctant to recruit the best people because they think if they hire batter people it may be a threat to their position, on the other hand, super bosses think differently, instead of getting worried about the intelligent person, their concern is to hire those people who are better than them because they believe that an intelligent person can generate a better idea which can help the company to do better than other companies.
It is not necessary for the manager to ask Ellison’s question; however, they’d be savvy to copy his readiness to discover top ability, without agonizing over being upstaged all the while.