Home         Contact Us         FAQ's         SiteMap  

Executive Search in Asia. How to Hire Leaders & Managers.How to Hire Leaders & Managers.

About Executive Search Executive Search Services  Clients of Executive Search How to Hire Leaders Promoting Executive Search Clients

 Identifying

 SuperAttainers

 

The SuperAttainment Research Center is funding a multi-year study of high achieving individuals across a great variety of fields and geographies. The purpose is to determine key attributes indicating an propensity toward superior achievement that can be recognized by most people with experience managing other people. The work is ongoing and is being expanded continuously.  

 

The SuperAttainment Research Center is an initiative to help people in management positions identify high potential leaders and channel them toward meaningful contributions to their organizations and to society at large.   

 

The 8 attributes of SuperAttainers listed below are considered some of the most common and easiest to identify when accompanied by other aspects of career success.    

 

 

8 Attributes of 

SuperAttainers

 

 

1. Early Success
The Early Bird Gets the Worm…and Everything Else
 
SuperAttainers usually begin doing amazing things early in their life. In fields like music and sport, it has long been understood that for a child to have a chance at greatness, he needs to begin around age 3 and then work at it for many years. In business and politics, unusual ability is also recognized early in a SuperAttainer’s career and is followed with many years of continued achievement. In the greatness game, it is the rabbit who wins the race -- as long as he persists like the tortoise.  
 
 
2. Contrarian
When in Rome, Don’t Do As the Romans
 
SuperAttainers generally think of themselves as different and apart from other people. They can often be described as rebellious and disobedient by those who try to rule over them and are never willing crowd followers. Tremendous success seems to require doing things tremendously different. Doing things a little better will yield results that are only a little better than others and this is not what SuperAttainers are interested in.  
 

 
3. Conceited
The Pride Before The Rise
 
In order for someone to be thought of as great in the minds of others, he must first be thought of as great in his own mind. The tremendous achievements of SuperAttainers seem to be merely a realization in the outer world of what is already in their inner world. Predictably, it is uncommon for such people to be overly shy about describing their abundant abilities. Many SuperAttainers have come to recognize that being known as arrogant does not help their purpose and they do a good job of appearing modest. However, a bit of digging into their personality should uncover a deep feeling of self-significance.
 
 
4. Hard-Knocked
Nothing Succeeds Like Suffering
 
SuperAttainers have often experienced traumatic periods when their careers or even their lives were in great peril. It is during these times that they gain a deep seated feeling of personal vulnerability that can stay with them for the rest of their lives. The advantage to the future SuperAttainer is that they become consumed by the realization that they must accomplish all they can while they have the chance because it can all come crashing down at any time. It is a psychological condition that will drive them to greatness for the rest of their lives.
 
 
5. Loner
One is Company, Two is a Crowd
 
 
SuperAttainers are often described by others as dreamers, outsiders, cold-hearted and similar labels often given to loners. They are comfortable spending long periods in the company of themselves to ponder, learn and envisage the future. Many develop a love of solitary activities such as book-reading early in their life. They are not usually enthusiastic participants in team activities except when they are leading the group. 
 
 
6. Mentored & Motivated
Behind Every Great Man are His Parents
 
Parents often play the key role in the cultivation and realization of SuperAttainers, spending immense amounts of time and money to give their offspring the skills, experiences and relationships required for immense amounts of success. They tutor baby SuperAttainers from the crib, send them to the best schools and put them in touch with the best mentors. It has been shown that mothers, in particular, can play a strong role if they are supremely confident in their son's innate abilities and then take devoted and continuing action to develop them.  
 
 
7. Discontent
Patience is No Virtue
 
SuperAttainers have an abnormally intense need for continuous accomplishment. Success does not bring these people a sense of inner peace. There is always someone else to overtake or a higher target to aspire to. They are impatient, dissatisfied and edgy when not engaged in activities that lead to the fulfillment of their personal goals. They seem psychologically unstable in this regard compared with most people.
 

8. Promoted
Self-Flattery Gets You Everywhere
 
There have been many great people who have lived and died in the history of our species but nobody knows most of them because their achievements were inadequately documented. In order to be thought of as a great success by large numbers of people, someone needs to be a great success at publicizing the SuperAttainer. In most instances, it is the SuperAttainers themselves who are great self-promoters. In other cases, another talented person takes on the critically important role.   





TWO TYPES OF SUPERATTAINERS 

1. Aristocratic SuperAttainers
 
Pampered and pompous, these people excel despite having been given it all. They grow up with all the best things, attend the best schools and hobnob with the best minds. Because they are so deeply bonded to a powerful and privileged elite, they are often conservative and elitist. Real change seldom happens with these people in charge. On the plus side, they are less likely to lead themselves and their followers down paths of mutual destruction. Examples of Aristocratic SuperAttainers include: Winston Churchill, Peter the Great, Louis XIV and Frederick the Great.
 

 
2. Come-From-

Nothing SuperAttainers 
 
Rags to riches, these people pull themselves up to greatness through tremendous obstacles. Luck plays a role but most of their success is due to relentless force of character. Since they come from outside the establishment, they can be great agents of change. Unfortunately, they are prone to crash and burning when they inevitably overstretch themselves and their supporters. Examples of Come-From-Nothing SuperAttainers include: Joseph Stalin, Napoleon Bonaparte, Adolf Hitler, Benito Mussolini and Mao Zedong.

 

 

Rules for Managers

Rules for Self-Help

Rules for Parents 

Men Vs. Women

 

 

 Word From 

 Our Sponsor

 

The SuperAttainment Research Center is operated as a CSR (Corporate Social Responsibility) activity of Chalre Associates Executive Search to help business people identify and develop future leaders for their organizations and society at large.    

 

Chalre Associates is a regional provider of Executive Search services in the emerging countries of the Asia Pacific region.  Multinational companies use them to bridge the gap between the local environment and their world-class requirements in countries like Philippines, Indonesia, Vietnam, Cambodia and Laos.    

 

Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam

 

 

  C o n t a c t  U s

 

   Telephone Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam +632 892 6703

       Telephone Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam +63 908 880 4178

            Email Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam leaders@chalre.com

  


 

 SuperAttainer: Andrew Grove

 

 

 

 

Founder of Intel:

 

Andrew Grove

 

 

 

 

 

 

 

 

 

 

 

Main Life Accomplishments:

 

Andrew S. Grove was born in Budapest, Hungary in 1936. He graduated from the City College of New York in 1960 with a Bachelor of Chemical Engineering degree and received his Ph.D. from the University of California, Berkeley in 1963. Upon graduation, he joined the Research and Development Laboratory of Fairchild Semiconductor and became Assistant Director of Research and Development in 1967.

In July 1968, Dr. Grove participated in the founding of Intel Corporation. In 1979 he was named its President, and in 1987 he was named Chief Executive Officer. In May 1997 he was named Chairman and CEO, and in May 1998 he relinquished his CEO title. He stepped down as Chairman in May 2005, and remains Senior Advisor.

Dr. Grove has written over 40 technical papers and holds several patents on semiconductor devices and technology. He taught a graduate course in semiconductor device physics at the University of California, Berkeley for six years. He currently is a lecturer at the Stanford University Graduate School of Business, teaching a course entitled "Strategy and Action in the Information Processing Industry".

Dr. Grove has received an honorary Doctor of Science degree from the City College of New York (1985), an honorary Doctor of Engineering degree from Worcester Polytechnic Institute (1989) and an honorary Doctor of Laws degree from Harvard University (2000).

 

Basics:

 

Born:  September 2, 1936 (1936-09-02) (age 72) Budapest, Hungary


Nationality:  American


Religion:  Jewish   


Fields:   Business


Main Accomplishments:  A Hungarian-American businessman and scientist. He was one of the earliest employees of Intel Corporation and ultimately played key leadership roles in its success.

 

Chronology of Life Events:

 

Sep 2, 1936

Born in Budapest, Hungary, on September 2 and named Andris Grof. The secular Jewish family is modestly prosperous; his father, George, is a dairyman; his mother, Maria, a book-keeping clerk.

1938

The Grof family moves to the commercially vibrant Pest section of Budapest where George Grof expands the dairy business.

1940

An acute attack of scarlet fever nearly kills four-year-old Andris. The illness leaves him almost completely deaf for years, until surgery finally corrects the problem.

1950

At age 14, he aspires to become a journalist and is a reporter for the youth newspaper, which is under the influence of the government. After a relative is imprisoned without trial, the newspaper stops publishing Andris's articles. The experience turns him off journalism. "I was crushed as only a slighted adolescent can be," he later writes. "I did not want a profession in which a totally subjective evaluation, easily colored by political considerations, could decide the merits of my work." He turns from journalism to science.

1958

Marries Eva Kaston in New York; he had met her the previous year while working as a busboy at a holiday resort in New Hampshire where she worked as a waitress.

1960

Graduates from the City College of New York with a bachelor's degree in chemical engineering. Knowing that Grove loves America but hates New York, a professor suggests Grove might prefer California.

1963

Completes his Ph.D. at the University of California at Berkeley.

1963

Joins the research and development laboratory of Fairchild Semiconductor. Founded in 1957, the company initially started out making transistors for IBM and other customers, but the company became well known after researcher Robert Noyce co-invented the integrated chip in 1959.

1967

Becomes assistant director of R&D at Fairchild Semiconductor, working under Gordon Moore, one of the top chemists of the century.

1968

Co-founds Intel—short for Integrated Electronics—with Moore and Noyce. The company initially focuses on making integrated chips.

1972

Intel develops an eight-bit microprocessor, the 8008, with twice the power of the 4004.

1979

Grove becomes president of Intel.

1987

Becomes CEO of Intel; G.P. Putnam's Sons publishes One-on-One with Andy Grove. Grove is a "Dear Abby of the Workplace," offering business advice as a columnist for Knight Ridder.

1994

Controversy explodes around Intel as it releases flawed Pentium chips; after initially saying the problem is minor, Intel changes direction and agrees to spend $475 million to replace the flawed chips.

1994

In December, Grove's doctors diagnose cancer of the prostate. He reads all the research he can find on the subject and decides upon his own treatment.

1997

Becomes chairman and CEO of Intel.

1997

Time magazine names Grove "Man of the Year."

1998

Steps down as CEO but remains chairman; named "Distinguished Executive of the Year" by the Academy of Management.

2004

Grove is named the "most influential" business leader of the past 25 years by Wharton and Nightly Business Report.

 

Early Life:

 

Andrew Steven Grove was born András Gróf in Budapest, Hungary, on September 2, 1936. His father, George, was a dairyman, and his mother, Maria, worked as a bookkeeping clerk. The family was of Jewish descent and World War II proved to be a difficult time; Grove would see nothing but trouble until he departed from Europe. At the age of four, a wave of scarlet fever swept through Hungary. Grove was not spared, and over the course of the illness, his hearing was seriously damaged. The following year, his father was removed to a Nazi work camp. Grove and his mother changed their names and moved in with Christian acquaintances, who hid them during the Nazi pogroms of 1944. After the war, his father miraculously reappeared, though weakened by typhus and pneumonia. Grove, hoping to attend college in a few years, dabbled in journalism and took voice lessons, dreaming of perhaps becoming an opera singer. Political circumstances again intervened, however, in 1956, when Soviet tanks arrived in Budapest to put down the Hungarian Revolution. His father's occupation, as a private business owner, made Grove a potential dissident in the eyes of the communists. So, rather than face the possibility of prison, Grove and a friend fled to Austria.

From there, Grove made his way to the United States, where he moved in with an uncle who had immigrated to New York in the early 1930s. He enrolled in the City College of New York (CCNY), studying chemical engineering and waiting tables to pay his tuition. In the summer of 1957, he met a woman named Eva, who became his wife the following year. Grove graduated from CCNY in 1960, after which he and Eva relocated to California, where he entered the Ph.D. program at the University of California, Berkeley. There, as at CCNY, he performed spectacularly. Upon his graduation in 1963, he went to work for Fairchild Semiconductor, a small company which had recently been created by a few of the more forward-thinking engineers on the West Coast. He also began teaching at Berkeley, a side career he has continued to the present day.

At Fairchild, along with the head of the research department, Gordon Moore, and two other colleagues, Bruce Deal and Edward Snow, Grove helped create the first marketable silicon-based integrated circuit. This was a major step for the computer industry, which, until then, used transistors as switching elements in their products. To be sure, transistors were far better than their predecessors, vacuum tubes. Vacuum tubes were bulky, and they generated a tremendous amount of heat and consumed an equally large amount of electricity. The transistor was considerably smaller, and required no heating element. The drawback was that they had to be used individually. In order to move forward, the industry required that more than one transistor occupy a single unit. The solution to this dilemma came as early as 1959, but it would take several years, and the particular combination of talents that existed at Fairchild, under the leadership of general manager Bob Noyce, to create a reliable, mass-produced integrated circuit. That accomplishment stood poised to revolutionize the industry, and thereafter, the world.

 

Wife Background:

 

Eva Kastan, wife of Andy Grove, an Austrian refugee who came to the United States by way of Bolivia. They met when they had summer jobs (she was a waitress and he a busboy) in a New Hampshire resort. They were married on June 8, 1958. Grove did not like New York City, so he and his bride drove across the continent to San Francisco. They spent the summer there in 1959 and moved out permanently the following year.Grove enrolled in the University of California at Berkeley, from which he earned a PhD in chemical engineering in three years under the sponsorship of Professor Andreas Acrivos.

 

Father Background:

 

Grove’s father was a “partner in a medium-sized dairy business that he owned jointly with several friends.

 

Mother Background:

His mother “was cultured without being snobbish.” She got married to Andy's father on June 16, 1933 Andy was born on September 2, 1936.

 

Maria, is a bookkeeping clerk.

 

 

 

 

Go Back to Main Menu

 

 

 


 
 
SuperAttainer

ANALYSIS SECTION:

 
 
1. Early Success
 

When did the SuperAttainer first display ability that was greatly above average and what were his accomplishments? 
 

REFERENCES:

1.

  
 
2. Contrarian

 
What actions did the SuperAttainer take that demonstrated a mindset that was very different from those around him?
 

REFERENCES:

1.

  
 
3. Conceited
 

What are the actions and documented statements that exhibit an elevated sense of self importance of the SuperAttainer? 
 
REFERENCES:

1.

  
 
4. Hard-Knocked 
 
During what events did the SuperAttainer experience personal misery and severe anxiety?
  

REFERENCES:

1.

  
 
5. Loner
 
Is there evidence of the SuperAttainer being comfortable spending time apart from others? 
 

REFERENCES:

1.

  
 
6. Mentored & Motivated
 
Who was vital to developing the SuperAttainer and guiding his career and what significant actions were taken?
 

REFERENCES:

1.

  
 
7. Discontent
 
What evidence is there that the SuperAttainer was unsatisfied with even great personal accomplishment?
 

REFERENCES:

1.

  
 
8. Promoted
 
What actions or events were responsible for publicizing the tremendous achievements and abilities of the SuperAttainer?
 

REFERENCES:

1.

  
 

Overall Score:

 

x out of 8 = xx% 

PASS

  
 

SuperAttainer Type:

Describe the factors in the SuperAttainer’s background to indicate whether he is a Come-From-Nothing or Aristocratic type..

 

 

Conclusion:

 


 

Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam,

Executive Search & Management Consulting:

Chalre Associates provides its Executive Search & Management Consulting services throughout the emerging countries of the Asia Pacific region with specific focus on Philippines, Indonesia, Thailand, Malaysia, Vietnam and Singapore.  Regional Managers use us to help bridge the gap between local environments and the world-class requirements of multinational corporations.   

 

Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam,

 

 

 

Executive Search & Management Consulting in emerging countries of Asia - Philippines, Indonesia, Thailand, Malaysia, Vietnam, Singapore

 Copyright © 2012. Chalre Associates. All rights reserved.                         Contact Us    SiteMap    Legal Information    Privacy Policy

setstats setstats setstats setstats setstats setstats setstats setstats