Using a Mourinho-style analogy, the author shows how framing feedback as talent-maximizing helps a high-ego data scientist accept guidance and improve performance.
High-performing engineers with big egos often see feedback as criticism and reject guidance, which stalls team progress. The key is to shift their view from being judged to being coached to amplify their impact. By treating feedback as a tool that helps them play better within the team, a leader can break down defensiveness and unlock productivity.
The author recounts managing a data scientist who bragged about his elite university background and expected direct access to the CEO. He tested the manager's technical chops, deflected feedback, and bypassed the management chain. Inspired by José Mourinho's success with superstar players despite never playing professionally, the manager compared the engineer to Cristiano Ronaldo and explained that a coach doesn't teach a star how to score but how to fit into the team's game plan. The analogy clicked, and the engineer finally saw feedback as a way to maximize his talent.
After the conversation, the relationship improved, the engineer became more open to advice, and the team's output grew. Leaders can use concrete analogies that respect the individual's skill while emphasizing collective performance, turning resistance into collaboration and driving better results across high-ego contributors.
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