If you study the top fifty leaders in any field, as many as one-third will have once worked for a superboss. Superbosses are the great coaches, the igniters of talent, and the teachers of leadership in most industries.
Superbosses customise their coaching to what each protégé really needs, and also are constant fountains of practical wisdom. Getting a superboss is one of the best ways to advance a successful career.
In “Superbosses: How Exceptional Leaders Master the Flow of Talent” author Sydney Finkelstein reveals how a select few visionaries in nearly every industry have mastered something most bosses miss - a path to extraordinary success founded on making other people successful.
Being a superboss can fortify your network with long-term benefits for the future. And organisations who apply superboss principles are changing the rules of talent development and challenging false assumptions about retention.
When it comes to recruitment, superbosses make their own rules:
• They forge their own path,
• They sniff out promising employees in the craziest of places, and
• The people they get are unlike any other: brilliant, creative—the raw material that may well be the stuff of future superstars.
Superbosses don’t want recruits who are very talented and smart; they want recruits who are unusually talented and startlingly smart. They don’t want ordinary leaders; they want drivers of change. They don’t want most-likely-to-succeed types; they want people who are prepared to transform the very definition of success.
Reference: Sydney Finkelstein: Superbosses: How Exceptional Leaders Master the Flow of Talent
