Imagine this: You’re in a meeting, and your new leader stands up to share their vision. Their concepts are great, their techniques are novel, and their insights appear almost futuristic. However, as the meeting progresses, something feels odd. Questions are answered with jargon-heavy explanations, and the mood switches from engaged to confused. Despite their intellect, this high-IQ leader has difficulty connecting with others.
The crew leaves feeling overwhelmed rather than inspired, with no idea what to do next. This scenario exemplifies a surprising and unexpected truth about leadership: being too smart can sometimes work against a leader’s effectiveness.
A research published in the Journal of Applied Psychology examines the “curvilinear effect” of intelligence on leadership effectiveness and gives some light on the struggles of exceptionally high-IQ leaders. It discovered that, while intelligence is important for problem solving and strategic thinking, there is a sweet spot—an IQ of around 120—where leaders are judged to be most effective. Beyond this barrier, increased intellect can make it more difficult for leaders to communicate, empathise, and connect with their staff.
Why may leaders with extremely high IQ struggle?
Some of the struggles of exceptionally high-IQ leaders may be to simplify complex ideas, understand opposing viewpoints, or connect emotionally with their team members. In other words, their genius has the potential to create a disconnect—an essential component of successful leadership.
But does this imply that intelligence is a drawback? Absolutely not. It simply means that effective leadership necessitates a combination of cognitive sharpness and emotional intelligence.
Three Practical Ways for High-IQ Leaders to Balance Intelligence and Connection.
- Simplify to amplify. Highly intellectual leaders frequently have a talent for recognising complicated solutions. What’s the challenge? Breaking them down. Practice presenting your ideas in simple terms, as if you were speaking to someone outside your area. To test your clarity, ask your team if they can readily repeat your message to someone else. Simplification does not lessen your intelligence; rather, it increases your effective connection with the team.
- Prioritise emotional intelligence (EQ). EQ helps you solve people, whereas IQ helps you solve issues. Focus on developing empathy by carefully listening to your team’s issues and experiences. Validate their perspectives, even if they disagree with your own. Remember that teams follow leaders who make them feel understood and respected, not just because of their intellect.
- Invite feedback and collaboration. Create opportunities for open communication so that your staff may ask questions, share concerns, and contribute ideas. When your team feels heard, they are more likely to get behind your vision and offer their best selves to the table. Intelligence shines best when it is shared and applied collaboratively.
Thus, leadership seems to be more than just knowing the proper answers; it is about encouraging others to follow your vision. By balancing intellect and connection, you may ensure that your brilliance does not create barriers but rather bridges. And maybe, like the leader in our first example, you’ll turn meetings from times of confusion to times of communal clarity and empowerment.
If you are a high-IQ leader and you struggle with some of the above-mentioned issues yourself, contact us now for professional assistance in order to get the result you want.
Antonakis, John; House, Robert J.; Simonton, Dean Keith (2017). “Can super smart leaders suffer from too much of a good thing? The curvilinear effect of intelligence on perceived leadership behavior” (PDF). Journal of Applied Psychology. 102 (7): 1003–1021.
Photo by Timothy Dykes on Unsplash