The main thing that had struck him so far was that people seemed to get dimmer the higher they went in the organisation. His fellow trainees were almost all brilliant, he said, and people at the next level up were also pretty smart. But those 10 years older were pedestrian by comparison, while some of the partners seemed borderline moronic.Kellaway rightly points out that success in a company has little to do with brilliance. A company values other things in people:
I asked if he had any explanation for this. He looked at me as if I were a moron too and said the reason was self-selection. Really smart people don’t stay at the institutions they have fought so hard to get into. The best leave within two or three years; the slightly less good stay a bit longer, and only the also-rans and the terminally unimaginative are in for the long haul.
Rather than reward brilliance it prefers skills that graduates can’t see: good judgment, a nice way with clients, and an instinct for when to bite your lip. Even if today’s partners weren’t boring to start off with, they quickly learn to seem that way.So, there are strengths that people at the top bring to the table. The challenge is how to marry the analytical brilliance at the bottom with the sound judgement and rounded view that obtains at the top of a company. One thing that Kellaway highlights is that the two levels need to talk to each - and understand what the other is saying. The other thing, which I believe is important, is that decision-making must be truly participative. Don't leave decision making only to sound judgement; bring in the creative, disruptive types at the bottom as well.