Effectively and positively leading high-performers, overachievers, or those with monstrous work ethic is critical toward force multiplying the results in your team or organization.

Often times our leadership opportunities require us to lead those who can outperform us technically, cognitively, and through raw output.

Some personality types may attempt to close boundaries, rely on leverage, and basically what entails putting a figurative leash on the individual.

But this is the mark of a personality challenge or inexperience in leadership and by doing these things, it's exactly how you're going to lose this person.

Instead, set the basic parameters early regarding expectations, deliverables, resources, introductions, and get on-boarding and necessary administrivia squared away quickly.

Keep an open door policy.

And...are you ready for this?

Get out of their way.

Too much of the 'hammer' approach, may elicit challenges to one's leadership. Too much of the 'leash' approach, may result in informal or unconventional networking to increase freedom and undermine the conventional chain of command.

The most egregious of leadership sins: to be willfully blind to or not recognize the knowledge, skills, and abilities of those who are high-performers, overachievers, or those who can sustain monstrous, quality output over a project. Unfortunately, the result of this can be evident after an employee leaves the organization.

High-performers will come to you with well-developed and good questions. They will start on-time, frequently, and deliver, adjusting as needed.

Do ask them how they were able to accomplish their tasks, as they will reveal a gold mine of frameworks, resources, and thought processes all of which will improve your institutional baseline procedures and standards.

Do try your best to be positive, friendly, and approachable. You're building a relationship. Continue to share opportunities for them. Connect them with those you can trust will advocate for them across the organization.

If you're doing all of this to the tee and are having personality issues with a high-performer, overachiever, or hard worker, consider having a casual conversation about their satisfaction with the work. Adjust where possible. Perhaps they're seeking different opportunities. Alternatively, elicit their interest in other team's work or projects and if possible, arrange for their transfer. It's entirely plausible that they may not thrive under positive, friendly, approachable and hands-off leadership.

Make your best efforts to enable their success.