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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Founder
of McDonalds Restaurants:
Ray
Kroc
Main
Life Accomplishments:
Raymond
Albert Kroc (October 5, 1902 - January 14, 1984) took over the then
small-scale McDonald's Corporation franchise in 1954 and built it into the
most successful fast food operation in the world. Kroc was included in the
TIME 100 list of the world's most influential builders and titans of
industry, and amassed a $500 million fortune during his lifetime. He was
also the owner of the San Diego Padres baseball team starting in 1974.
Kroc was born to parents of Czech origin in Chicago, Illinois, in 1902.
During the First World War he trained to become an ambulance driver though
the war ended before he ever saw action. Between the end of the war and
the early 1950s he tried his hand at a number of trades including
paper-cup salesman, pianist, jazz musician, band member and worked at
Chicago radio station.[citation needed] He eventually became a multi-mixer
milkshake machine salesman, traveling across the country. This work
introduced him to brothers Richard and Maurice (Mac) McDonald, who had
opened the first McDonald's restaurant in 1948, in San Bernardino,
California. Their innovative hamburger restaurant ran eight multi-mixers
at a time.
Convinced that he could sell numerous mixers to every new restaurant that
opened, he partnered with the brothers to open and franchise additional
McDonald's restaurants. Kroc eventually became frustrated with the
brothers' willingness to accept their chain having only a handful of
restaurants. In 1961, he purchased the company from the brothers. The
agreement was for the McDonald Brothers to receive $2.7 million for the
chain and to continue to receive an overriding royalty of 1% on the gross
sales.
The agreement was a handshake agreement between the parties because Kroc
insisted he couldn't show the royalty to the investors he had lined up to
capitalize his purchase. At the closing table Ray became outraged that the
brothers would not transfer to him the real estate and rights to the
original unit. The brothers had told Kroc that they were giving the
operation, property and all, to the founding employees. Kroc closed the
transaction, then refused to acknowledge the royalty portion of the
agreement because it wasn't in writing. He also opened a new McDonald's
restaurant near the original one (now renamed "The Big M" as
they had neglected to retain rights to the name) to force it out of
business.
Kroc died of a heart ailment at Scripps Memorial Hospital in San Diego,
California, on January 14, 1984. At the age of 81. Kroc was survived by
his third wife, Joan B. Kroc. He had been married twice before, to Ethel
Fleming (1922 - 1961) and Jane Dobbins Green (1963 - 1968), who had been
John Wayne's secretary.
The former Dire Straits guitarist and lead vocalist Mark Knopfler released
a song about Ray Kroc on his 2004 album Shangri-La.[3] It was inspired by
Ray Kroc's autobiography Grinding It Out and the starting of McDonald's,
using many of Mr. Kroc's exact words."Kroc style, boom like
that".
Basics:
Born:
5-Oct-1902 Oak Park, IL
Died: 14-Jan-1984
San Diego, CA
Nationality: American
Fields: Business
Main Accomplishments: A salesman who set up the first
franchise of the McDonald brothers' drive-in restaurant. He bought the
golden arches symbol from them and built the McDonald's chain based on the
concepts of a limited menu of controlled quality and uniformity combined
with massive advertising.
Chronology
of Life Events:
Oct
5, 1902
Ray
Kroc was born in Oak Park, IL
1922
He
went to work for the Lily-Tulip Cup Company, but soon left to become
musical director for one of Chicago's pioneer radio stations, WGES. There
he played the piano, arranged the music, accompanied singers, and hired
musicians.
1937
He
came upon a new invention, a machine that could mix five milk shakes at
one time, called the "multi-mixer."
1955
Ray
Kroc starts the McDonald's McDonald's
McDonald's Corporation is the world's largest chain of fast-food
restaurant selling variations on fast food restaurant Fast food
1961
There
were over 130 outlets, and in that year Kroc bought out the McDonald
brothers for $2.7 million.
1985
Each
franchise cost about $250,000 and ran for 20 years, after which it
reverted to the company.
1970
Kroc
turned his energy from hamburgers to baseball, buying the San Diego
Padres.
Jan
14,1984
He
died in San Diego
Early
Life:
Raymond
Albert Kroc was born in Oak Park, Illinois, to Luis and Rose Kroc. He had
two younger siblings, Robert and Lorraine. As a child, his mother called
Ray "Danny Dreamer" because he would daydream all the time. Rose
Kroc was a piano teacher, and she taught young Ray to play.
Kroc's first job was with his uncle, Earl Edmund Sweet, in a soda fountain
the summer before he started high school. The next summer Ray dropped out
of school, and he used the money he made the previous summer to rent a
building with two friends. They sold sheet music and small instruments,
but after a few months the business failed.
During World War I, Kroc lied about his age and became an ambulance driver
for the Red Cross. He returned to Chicago after the war and held various
jobs, including work as a jazz pianist and as a real-estate salesman. In
the summer of 1919, Ray played in a band at Paw-Paw Lake, Michigan, where
he met his future wife, Ethel Flemming. Ray and Ethel married in 1922, but
only after he satisfied his father's requirement of getting a steady
job—selling paper cups for the Lily Tulip Cup Company, where he worked
for seventeen years.
In the early 1940s, Kroc became the exclusive distributor of a multimixer
that could mix five milk shakes simultaneously. Two of his best customers
were the McDonald brothers, Richard and Maurice (Mac), who bought eight of
the mixers for their fast-food restaurants. The McDonalds had started with
a group of hot-dog carts, and now had a chain of restaurants—for which
Richard McDonald designed the "golden arches" logo and the
"number-of-hamburgers-sold" sign.
In 1954, Kroc went to San Bernardino, California, to see the McDonald
brothers' restaurant, which used an assembly-line format to prepare foods.
Kroc decided to set up a chain of drive-in restaurants based on the
McDonalds' format and convinced the brothers to sell him the rights to
franchise McDonald's restaurants nationwide. His first restaurant opened
on April 15, 1955, in Des Plaines, Illinois. Kroc also began selling
franchises on the condition that the owners managed their restaurants.
Kroc was known for his obsessive cleanliness, and he wanted the
restaurants kept very clean. In 1961, Kroc bought out the McDonald
brothers for $2,700,000. At this time he had established 228 restaurants,
and sales had reached $37,000,000. By 1963 more than 1 billion hamburgers
had been sold.
Kroc served as the company's president from 1955 to 1968, as chairman of
the board from 1968 to 1977, and as a senior chairman from 1977 until his
death. He also was the owner of the San Diego Padres professional baseball
team. Kroc died on January 14, 1984, in San Diego, California. He is
remembered as a pioneer in the fast-food industry, and was named as one of
Time magazine's "Builders and Titans" of the twentieth century.
Wife
Background:
Ray
Kroc divorced with his first wife Ethel Fleming, one of the divorce
reasons is that Kroc divorced and had a romance love with Joan Kroc, who
was a wife of Kroc's friend at that time. But Joan failed to divorce with
her husband.
Father
Background:
Louis
Kroc, father of Ray Kroc (founder of McDonald´s) were born in Stupno"
Mother
Background:
Rose
Kroc was a piano teacher, and she taught young Ray to play.
As
a child, his mother called Ray "Danny Dreamer" because he would
daydream all the time.
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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