Ask any decent organisation out there the sort of people they would like to hire, you will likely hear ‘top talents’, ranging from people who are innovative to those with leadership qualities. You will hear a lot of catchphrases and buzzwords, all good, until those top talents come around…
The first gaffe they commit after bringing in top talents is to define their job roles, and then attempt to manage them, and within three months, the bright minds are on their way out. If you must hire top talents, you must first learn how to work with them, so if you are the type that tell people what to do and also like managing them, kindly look for average minds, they are the ones that follow instructions.
Telling people who can think for themselves what to do deactivates creativity, kills imagination, and paralyses the ability to take initiative. All you need to tell top talents or brilliant minds is what the problem is, and then sit back and allow them to provide answers and solutions. When you define a job for anyone who has superior capabilities to what you are proposing, you end up limiting the person from uncovering new insights and domains, never make such mistake.
You can provide leadership, but don’t ever attempt managing intelligent people, they find it very repulsive.