Scientists are good managers

Manager IQ: Bosses need this IQ

Some bosses suggest that intelligence is not a mandatory requirement for a managerial position. Many employees can tell stories that cast doubt on manager IQ. The question that remains is how the person made it so far up the hierarchy. Ultimately, bosses have to make difficult decisions and think along for the entire department - there should not be a lack of intelligence. But when it comes to manager IQ, the following really applies: the smarter, the better? Researchers say: No! Accordingly, it should even damage management work if the boss is too smart. We show which manager IQ promises the best results in the job ...

➠ Content: This is what awaits you

➠ Content: This is what awaits you

Manager IQ: bosses who are too smart?

Managers should be smart. It is really difficult to argue against this thesis. A research team led by Dean Keith Simonton at the University of California wanted to know more precisely: How smart does a boss have to be in the best case scenario? - Or to put it another way: What is the optimal manager IQ? The first result is still quite unspectacular: Anyone who gives the impression of being anything but smart is neither taken seriously nor considered competent - and thus has a difficult position in the team and cannot do justice to their position.

The really exciting findings: The optimal manager IQ depends on the IQ of the other employees. So bosses shouldn't be too intelligent! According to scientists, the best leadership work is promised when the IQ of a manager is around 1.2 times as high as the IQ of the employees in the team. With an average IQ of 100, managers should have an IQ of around 120. With a team of above-average intelligent employees, on the other hand, the demands on the boss's IQ also increase.

If, on the other hand, the boss is significantly smarter than his employees, the management work does not get better, as might be expected, but rather decreases. The researchers cite several reasons for this connection between manager IQ and the intelligence of the team:

  • Too smart bosses are seen as outsiders

    If the difference in intelligence is too great, managers will not be perceived by employees as a real part of the team, but rather as outsiders. He gives instructions and bears responsibility, but does not really answer for the concerns of the employees. This perception means that we no longer pull together.

  • Communication between both sides is made more difficult

    As is well known, communication is an important success factor in companies in order to avoid misunderstandings and to achieve goals. Large IQ differences can become a problem, as communication takes place on different levels and can make mutual understanding more difficult.

  • Employees feel condescending

    Another problem with communication: the boss's IQ is higher, but the employees are by no means stupid - and they don't want to be treated like that. However, very smart bosses often resort to particularly simple and simple explanations, which means that the team is condescending and appears to be being fooled.

But manager IQ is not everything ...

The optimal manager IQ should be considered as a factor and can have some advantages for work in the company and the management of employees in particular. It would be a mistake, however, to just concentrate on that and neglect everything else.

Otherwise, the selection of a suitable manager could only be carried out on the basis of an IQ test. However, successful leadership needs much more than just the right manager IQ. For example, Google carried out a study over several years to find out what managers and supervisors really need. The result is a list with the eight basic properties that are particularly important for bosses:

  • Managers have to be a good coach

    There are several aspects to coaching. So bosses absolutely have to give feedback to show praise and appreciation, but also to enable the opportunity for development. Empathy is also important to understand the point of view of the employees.

  • Good managers do without micromanagement

    Micromanagement is unfortunately a fairly widespread leadership style that makes working life difficult for many employees. The constant control and interference is often a sign of uncertainty and brings many problems. Employees are deprived of any freedom and motivation, while the boss takes care of things that are not part of his area of ​​responsibility. Meaningful work looks different.

  • Managers are concerned about the success and well-being of their employees

    Egoism is not welcome in the executive chair. A boss who only has his own advantage in mind does not go down well with his team, loses trust and certainly cannot motivate others. Really good bosses, on the other hand, want their employees to be successful and feel good - professionally as well as privately.

  • A good boss is productive and results-oriented

    Every supervisor always has a role model function. Therefore, there is no time to waste, but rather to work productively and to ensure that the results are correct. In this way, the team also notices that the boss is really helping and is interested in mutual success.

  • Managers have excellent communication skills

    The communication already mentioned was also identified by Google as an important managerial characteristic. However, it should be noted that communication does not just mean being able to speak well and pass on information. It is at least as important to be able to actively listen to others.

  • Managers support career development

    Most employees have long-term career goals and work to achieve them in the years to come. Bosses shouldn't get in the way, but rather support and promote the careers of the employees.

  • A good boss has a clear vision and strategy

    How should the company or the department develop? What goals should be achieved and what needs to be done to make it work? Bosses should be able to think about future developments and steer them through a vision and appropriate strategy. This is the only way to make the right decisions that really lead there.

  • Leaders have important skills to support the team

    Supervisors usually have different tasks than employees, but it is still a great advantage if managers also have the most important skills. Not only does this bring them closer to the team, it also enables them to provide better advice and understand the workforce's problems.

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March 30, 2021Author: Nils Warkentin

Nils Warkentin studied business administration at the Justus Liebig University in Giessen. In the career bible, he is devoted to topics related to studies, career entry and everyday office life.

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