A study at Lausanne University, published in the Journal of Applied Psychology, tested more than 350 middle managers then asked staff to rate their ability.
There was a strong link between intelligence and ratings for those at the lower to middle end but above an IQ of 120 the connection started to reverse. Once the IQ gap between you and your employees is bigger than 18 points you are in trouble.
John Antonakis, the author of the report, said “The idea is that you need to be smarter than the people you are leading and smart enough to keep rivals at bay. But you mustn’t be so smart that they can’t understand you“.
This is not new. Adrian Furnham, a business psychologist and academic, writing in the Sunday Times back in 2005 made the same point along with others I think are worth repeating. He said:
–People prefer bright leaders
–The more intelligent the leader the more effective the team
–Intelligent people learn more quickly & inspire confidence
–Leaders need to be bright – but not too bright. If a lot more intelligent than team they will be misunderstood or seen as a threat
–IQ more related to Leadership when not under stress, which counters intelligence
–Leaders need to be stable ie resilient and hardy
–Social skills are important
So there is more to it than just your IQ score. Emotional Intelligence plays a big part.
As does not having a dark side personality that terrible triad of narcissism, psychopathy and Machiavellianism. And if you want to influence you have to demonstrate warmth as well as competence (Prime Ministers take note).
And if you want to stay ahead and keep brighter – only mix with the brightest!
And if you’re worried about the IQ gap between you and your team you know what to do – recruit more women!