Managing the “Invisibles”
By David Zweig
Synopsis:
To begin with this journal, David Zweig has spoken about those great personalities who are often
considered as the “invisibles”. These people are the true reason behind the success of great
works, but the only difference is they are always out of the spotlight. They are management
challenging and do not crave for any recognition. They do not expect bragging and only work for
success. When David interviewed many great personalities there were few things which were
mostly common between them. One was Ambivalence towards recognition. They do not give
importance to recognition, they would rather think it is a waste of time spending all that quality
time. They tend to get noticed only when something goes wrong. The second quality in common
was Meticulousness. Perfection is what these people prefer, we usually think that the credit of
success belongs to the person who is in charge but the real pressure is taken by that invisible
person. Thirdly, it is their ‘savoring of Responsibility’ they bear. They feel that the pressure they
are being put through is an honor. According to the invisible” when fear is transformed into
curiosity you tend to operate from the position of fascination and wonder”.
These invisibles are considered as the management challengers. The managers must know who
their invisibles are, and respond to them in a proper manner in order to get that 100% results.
One way of managing the invisibles is by acknowledging them as models and giving them that
true respect. Know if there are any more invisible or if they need more of them. Rewarding the
