It is difficult to imagine any organization or team that wouldn't have a focus on trying to attract the most talented people to fill positions. And while there is a good deal of lip service paid to the value of talent, most organizations really want people who conform to a predetermined model.

It is important to appreciate that talent comes in all shapes and sizes but it always leaves clues. A gifted person, for instance, may behave strangely or be more direct in nature than you would or have eccentricities that can make them stand out.

Many organizations have little tolerance for the "uniqueness" of their most talented members and set traps to cull them out and reprogram them to an acceptable vanilla mediocrity.

All too often, talented people leave such employers in frustration and launch their own endeavors. Good for them, for they have little other choice. Real talent has the extraordinary drive to triumph over obstacles in its effort to manifest itself and will not be thwarted indefinitely.

For the employer, talented people pose both an opportunity and a risk. What gives talent its vision also makes it impatient. Their absorption in the task at hand can make them seem aloof and unempathetic to other team members. Sometimes their accomplishments stir resentment among others.

Talented people appreciate flexibility in a work environment and the trust to be able to fail without fear of consequences. Here are five key motivators of people that fall into this class.

1. They want to be vested in the outcome.

Talent likes equity in the enterprise.

Talent wants no more and no less than what it's worth. And there is now sufficient precedent to accept this essential fact of life.

In 1969, baseball player Curt Flood provoked a debate over baseball's reserve clause when, after twelve seasons in St. Louis, he was traded to Philadelphia and refused to report, virtually ending his career. But the sacrifice he made eventually resulted in free agency for players and allowed players to negotiate what they are worth.

In the movie industry, talented writers quit working for the major studios and agreed to write for the independent studios in exchange for a piece of the profit. If you are a movie buff I don't need to tell you what happened next; the big studios became rental equipment lots and writers are now some of the best paid people in Hollywood.

Give stock in the company if possible or give an escalating share of profits attributed to that individual and or their team.

2. They want money to keep score.

Money alone doesn't motivate talented people. They are people nonetheless, and often appreciate fine things and a standard of living that allows them to devote as much energy as possible to the manifestation of their talent.

And, unfortunately, money is how we rate everyone. How much do they earn? This can be as much about ego as money, but just because you can exploit certain talented people doesn't mean you should. They take pride in being good at what they do, and they want to be paid what other leaders in their field are paid. Why would the best want to work for less when they don't have to? Talent is in high demand. Underlying resentment isn't a good motivator.

3. Talent must be challenged.

Talent thrives on challenge and withers and dies when forced to endure routine, meaningless, or boring tasks.

Talent wants to compete against the very best. Talent wants multiple ways to express itself, to test itself and to grow.

4. Meaningful recognition is more important than recognition.

Forget the cheap plaques and the hand-written notes. Talent isn't motivated by that, it wants real recognition both in the industry and in the public. Get a PR agency to get their story out there. Suggest them as keynote speakers at industry events and conventions. Give them status. Invest in their reputation.

Seek out their input and encourage participation. When it comes to their ideas, get out of judgment and get into curiosity. Someone else is going to have the best idea you never had.

5. Encourage fun.

The drive behind talent is often the source of great personal satisfaction to the individual because, generally speaking, we enjoy doing what we do well and do well what we enjoy doing. One cannot achieve one's full potential doing things that one does not enjoy.

Nothing is inherently fun all the time, and work is work. That's why we get paid. But if the work cannot always be fun, make sure that the environment and working conditions are pleasant.

Sometimes, talented people have more difficulty socializing. Make it easier by having frequent gatherings with food. You don't need a special event and regular weekly meetings that bring everyone together; as part of the routine assure that plenty of socializing opportunity exists.

The intensity that can often accompany high levels of achievement needs a release. Plan fun into the work environment wherever possible.

In the end, one of the best ways to make sure that talent stays motivated is to think in terms of removing obstacles in front of them so that they can use their talent to stay on mission rather than dissipate it dealing with issues of politics, environment, compensation, and appropriate recognition.

Published: June 13, 2006

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George W. Mantor is known as "The Real Estate Professor" for his wealth building formula, Lx2+(U²)xTFP=$∞. A proponent of educating consumers on using homeownership as an opportunity to build an estate, he has set out on a crusade to educate small real estate investors, fellow practitioners, seniors, and high school and college students about the risk-free benefits of planned real estate ownership. His consumer education efforts include a long-running radio program, Mobile Information Center, monthly workshop series, public appearances, informative website and frequent articles. During a career that has spanned nearly three decades, he has amassed experience in new home and resale residential real estate, resort marketing and commercial and investment property. He is currently the founder and president of The Associates Financial Group, an independent, locally-owned, full service real estate and mortgage brokerage, dedicated to creating long-term relationships with clients. Prior to starting his own firm in 1992, he had been Director of Training and Customer Service for Great Western Real Estate. In addition he has served on virtually every real estate committee, including a term as a Director of the California Association of REALTORS®. He is the creator of the Personal Best System, a business and life planning process and the Red Zone Time Planning System for Business Professionals. In addition to Realty Times, his articles have recently appeared in Real Estate Finance, National Real Estate Investor, The Real Estate Professional, Broker Agent News, and RIS Media Power Broker Network Report. He is available for speaking and customized training. His website is www.myafg.com and he can be reached at GWMantor@aol.com.