If you are managing your top 1% talent the same way you manage everyone else—they are going to walk. Because traditional leadership and management approaches don’t work for them. Here’s why, and what to consider instead.
🧠 LEARN something.
Traditional leadership models focus on motivating, inspiring, and being visionary with a dose of empathy. That works for most people, but not for your top talent. I am talking about your top 1% who are driven and get stuff done. They don’t need your motivation—they’re already driven. They don’t need your kindness—they have their own support networks. They don’t need you to teach them—they’re natural learners, always staying ahead of trends. In fact, they’ll probably teach you. What they do need however, is autonomy and the freedom to add value. In today’s fast-changing environment, organisations need more people like this, than ever before. But many leaders and organisations struggle with them because they don’t fit the typical leader-follower model, they challenge the status quo, and they’re not great ‘organisational citizens.’ If you try to lead them traditionally, they’ll get frustrated and leave—so we need to think differently.
Instead of treating them like employees, treat them like intrapreneurs. A term coined in the 1980s, to highlight employees with an entrepreneurial mindset who drive innovation and turn ideas into outcomes. Here are six ways to lead and nurture them:
- Get out of their way. Set clear objectives, then step back—even when it feels uncomfortable.
- Set guardrails. Let them take risks and fail, but define clear boundaries.
- Remove barriers. Help them challenge organisational norms and push limits.
- Be their ally, not their rescuer. They are capable of fight their own battles—be their ally.
- Let them set the bar. They may be more visionary than you—let them aim high.
- Be careful who you back. Not all ‘rebels’ and ‘mavericks’ are true intrapreneurs. It’s trendy to be ‘disruptive’ these days, but real intrapreneurs turn disruption into opportunity and results.
Your top performers might sometimes feel like a pain in the backside, but they’re also massive assets—if you allow them be.
🤔 REFLECT on an idea.
“Good leaders try to motivate people. Superb leaders try not to demotivate people and trust them to motivate themselves.”
Michael Timms
With so much focus on leaders needing to be motivational and inspiring, we sometimes forget that true motivation comes from within. Instead of constantly trying to push people forward, focus on removing obstacles and creating an environment where motivation thrives naturally.
😊 SMILE a little.
I suggested a simpler way to order office supplies.
Turns out I need a request form, a justification letter, three endorsements, and the blood of a unicorn. 😂
✅ DO IT to get results.
Who in your team or organisation comes to mind first when you read this newsletter and think about your top 1% talent? They are the ones you need to talk to—or sit down for a coffee with.
Here’s a great question to start that conversation, one I frequently use with my intrapreneurs: “What’s getting in the way of you doing your best work here?”
🌱 How we can support you.
We’re a leadership development company with an awesome team of coaches and facilitators, to support you, your leaders and teams, through:
- 1:1 Leadership Coaching for leaders at all levels.
- 1:1 Health & Lifestyle Coaching for busy stressed leaders.
- Workshops, offsites and team development.
- Ask about our flagship Leadership Coaching Programs!
Kenny Bhosale
CEO & Founder, The Bridge Leaders
