This article was published in Dutch in “Tijdschrift voor Bedrijfs- en Verzekeringsgeneeskunde” (Journal for Occupational Health- and Insurance Physicians), TBV 16, no. 11 (Nov. 2008): 396-399. Publisher: Bohn Stafleu Van Loghum, Houten, The Netherlands. The editor agreed with translation and publication on this website.
In November 2002, an article was published in this journal entitled ‘Gifted individuals at work’. Up until then, little had been published on the subject of giftedness and work. The earlier article provoked many responses and helped occupational health physicians recognise gifted individuals.
In the last six years, attention to the subject has increased. Some parents discover they are gifted and think tanks and retention of special talents have placed the subject on the political agenda.
Central points
Occupational health- and insurance physicians can recognise gifted employees based on a number of characteristics. Knowledge of the interaction between work environment and the gifted employee is important for problem analysis and effective guidance.
GIFTEDNESS AND ITS CHARACTERISTICS
In practice various definitions of giftedness exist. A national Delphi study in the Netherlands (2006/2007) produced an existential model and a set of commonly shared characteristics: quick and clever thinking, autonomy, curiosity and passion, emotional sensitivity, and creativity. When not managed well, ‘skewed growth’ can occur.
Key characteristics include:
- high intelligence;
- autonomy;
- many‑facetted emotional life;
- passion and curiosity;
- high sensitivity;
- creation‑directed behaviour;
- originality and complexity.
‘The value of this collection of characteristics will need to be demonstrated in practice,’ says Kooijman. The model aims to help gifted individuals develop balanced self‑images and to assist professionals and employers.
ORGANISATIONS IN WHICH THE GIFTED FUNCTION WELL
Gifted individuals can drive innovation if their creative talents are recognised and an effective interaction with the work environment exists. Favourable organisational factors align with task and person cultures.
THE ROLE OF OCCUPATIONAL HEALTH- AND INSURANCE PHYSICIANS
Physicians often encounter gifted employees once imbalance leads to sickness symptoms such as stress, typically when the work is too routine or offers insufficient challenge. Gifted employees may face social difficulties, feel isolated, or be perceived as ‘know‑it‑alls’. Early acknowledgement can prevent escalation and brief coaching often helps. Useful resources include www.hoogbegaafd-en-werk.nl and www.hoogbegaafd.startpagina.nl and English sites such as http://www.gifteddevelopment.com/index.htm, http://sengifted.org/, and http://www.kreimeier-smith.de/giftedadults.htm.
When complaints are serious or persistent, referral to practitioners familiar with giftedness may be useful.
PRACTICAL TIPS
How can giftedness be recognised? Signs include wide interests, sensitivity to noise, passionate speech, quick analysis, focus on content, preference for autonomy and variety, and unorthodox solutions.
Focus points for the problem analysis
- Stress and burnout related to insufficient challenge, autonomy issues, and poor boundary setting;
- Bullying or aggression because the gifted individual differs from the average employee;
- Depressive feelings and isolation often starting early;
- Fear of failure and perfectionism;
- Possible overlap with ADHD;
- High sensitivity for odours and sounds.
THE ROLE OF PSYCHOLOGISTS AND OTHER PRACTITIONERS
Psychologists often focus on the individual and may be insufficiently aware of workplace interaction. The article recommends joint planning with employer, employee and occupational physician and evaluation of re‑integration agreements.
THE GIFTED INDIVIDUAL TAKING THE INITIATIVE
Gifted employees should identify their talents, motivations, pitfalls, alternative ways of dealing with talents, communication strategies to demonstrate talents, and strive for a work environment that allows exploration and creativity.
CONCLUSION
There remains little knowledge about specific characteristics of giftedness and its workplace significance. Gifted individuals can be valuable if talents are acknowledged and used. The interaction between organisation and gifted employee deserves more attention.
