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
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.
 +632 892 6703
 +63 908 880 4178
 leaders@chalre.com
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SuperAttainer:
Estee Lauder
Founder
of Estée Lauder Companies:
Estee
Lauder
Main
Life Accomplishments:
She
was born Josephine Esther Mentzer in Corona, Queens, New York, the
daughter of a French Catholic/Hungarian Jewish mother and a Czechoslovak
father. She was the only woman on Time magazine's 1998 list of the 20 most
influential business geniuses of the 20th century. She was the recipient
of the Presidential Medal of Freedom.
She married Joseph Lauder in 1930. They had two sons. Estée divorced
Joseph in 1939, and re-married him in 1942. The couple remained married
thereafter until his death in 1982. The Lauder family changed their
surname to "Lauder" in the late 1930s. Estée Lauder was created
in 1935. Her older son, Leonard Lauder, was chief executive of Estée
Lauder and is now chairman of the board. Her younger son, Ronald Lauder,
is a prominent philanthropist, a Republican political appointee in the
Reagan administration, and developer of property in Berlin, among other
endeavors.
Basics:
Born:
July 1, 1906(1906-07-01) Corona, Queens, New Yorko
Died:
April 24, 2004 (aged 97) Manhattan, New York
Nationality: American
Religion:
Jewish
Fields: Business
Main Accomplishments: Estée Lauder was the American
co-founder, with her husband Joseph Lauder, of Estée Lauder Companies, a
pioneering cosmetics company.
Chronology
of Life Events:
1908
Born.
1930
Married
Joseph Lauter.
1946
Incorporated
Estee Lauder, Inc.
1953
Launched
Youth-Dew and saw revenues skyrocket.
1968
Introduced
Clinique line.
1979
Introduced
Prescriptives line.
1990
Introduced
Origins line.
1992
Went
into semi-retirement.
1995
Estee
Lauder, Inc. became a publicly-held company.
April
24, 2004
Died
at the aged of 97 in Manhattan, New York
Early
Life:
Estee
Lauder, (born July 1, 1908?, New York, N.Y., U.S. — died April 24, 2004,
New York) U.S. entrepreneur. She founded Estée Lauder, Inc., with her
husband, Joseph, in 1946. Their innovative marketing techniques led to
huge success from the 1960s on. Her son Leonard was named chief executive
officer in 1982. The company's fragrance and cosmetics products, including
Clinique cosmetics, Aramis men's products, as well as specialty lines such
as Bobbi Brown, Origins, and Aveda, are sold in more than 130 countries.
By the early 21st century the company was worth about $10 billion.
Although
she carefully guarded the secret of her age ("It's the best kept
secret since the D-Day invasion," she wrote in her autobiography,
Estee, a Success Story), it is widely accepted that she was born on July
1, 1908. She was the youngest child of her French Catholic/Hungarian
Jewish mother and her Czechoslovakian father. Born Josephine Esther Menzer,
she grew up in Corono in the Queens Borough of New York City. Her father,
Max Menzer, was a Czechoslovakian horseman - an elegant, dapper monarchist
who came to the United States at the turn of the century with no money and
few marketable skills. He supported his family as a custom tailor and
later opened a hardware store that gave Estee her first experience as a
saleswoman, arranging merchandise and window displays. She credited her
uncle John Schotz, a Hungarian chemist who concocted skin care creams in
the Menzer household, with her first introduction to the world of
cosmetics. "I watched as he created a secret formula, a magic cream
potion, with which he filled vials, jars and flagons. … It was a
precious velvety cream that magically made you scented. Maybe I'm
glorifying my memories, but I believe I recognized in my Uncle John my own
true path." For the next 20 years she worked to perfect her uncle's
creams, stirring pots over the family stove and slathering her friends and
neighbors with her concoctions.
In 1930 Lauder married Joseph Lauter (they changed the spelling to Lauder)
and their son Leonard was born three years later. She also studied to be
an actress after her marriage and birth of Ronald, but soon learned that
her theatrical instincts were better applied to marketing than to
performance. Even as a young mother she remained absorbed by her cosmetics
business, selling her first products to the clients of The House of Ash
Blondes Beauty Salon on Manhattan's Upper West Side. During the worst
years of the Great Depression, Lauder marketed her products to ever
growing numbers of women. Her innovative sales techniques, including free
make-up demonstrations and sample give-aways, became trademarks of her
growing enterprise, and she expanded her market to women at resort hotels
throughout metropolitan New York.
In 1939 the Lauders were divorced and Estee moved to Miami Beach, Florida,
where she sold her products to wealthy vacationers, encouraging them to
spread the word of her cosmetics through her "Tell a Woman"
campaign. The Lauders remarried in 1942 and a second son, Ronald, was born
in 1944. Joseph Lauder took over the financial management of the business
while Estee remained in charge of marketing.
Husband
Background:
She
married Joseph Lauder, who became her partner in the business, in 1930.
Her talent for sales led to a counter at New York City’s Saks Fifth
Avenue in 1948, followed by agreements with other leading department and
specialty stores such as Neiman Marcus, which began selling Estée Lauder
products in 1950. In 1960, the Company opened its first international
account at Harrods in London.
Father
Background:
Her
father, Max Menzer, was a Czechoslovakian horseman - an elegant, dapper
monarchist who came to the United States at the turn of the century with
no money and few marketable skills. He supported his family as a custom
tailor and later opened a hardware store that gave Estee her first
experience as a saleswoman, arranging merchandise and window displays.
Mother
Background:
Rose
Schotz Rosenthal Mentzer,mother of Estee Lauder a woman who was much
interested in beauty regimens.
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
& 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.
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