How to Work with Less Intelligent People

Don't yell at them. The worst thing to do when dealing with someone less intelligent is to let them know you think they're stupid. It will only make them angry and then, they won't listen to you anymore. If you want to communicate effectively with someone, never tell them that you think they're less intelligent (or mock them in any other way).

• Do you feel frustrated when someone struggles endlessly but still can't grasp the issue? Even so, don't poke at their shortcomings. Choose your words carefully and ask if there's anything you can do to help them understand. For example, you might say: "It seems like you're having trouble with this problem. Is there anything I can do to help?".

Identify their strengths. Everyone has their own talents, so instead of focusing on weaknesses, try to concentrate on what others excel at. They might not be as intelligent as you, but perhaps they shine in soft skills or typing speed. Once you realize that every skill is important and valuable, you’ll appreciate others more.

• Encourage them by pointing out their strengths and offering praise, even if they’re struggling with other issues. For example, you could say: "Even though this system is still challenging for you, you did an amazing job interacting with customers today."

Practice empathy. No matter what you’re thinking, always treat others the way you’d like to be treated. Be kind and respectful, regardless of how you feel. It will help you get along better with others.

• If it feels like a difficult task, take a moment to see the world through their eyes. You might recognize their unique talents and realize how challenging it can be to work with someone more intelligent.
• Avoid starting arguments, even if you’re convinced the other person is wrong. In most cases, it’s ineffective and only adds to your frustration. If you need to express your opinion, instead of saying bluntly, "You’re wrong, it should be done this way ________," you could say, "I think ________, but your perspective is interesting too."

Think carefully before reporting an issue. Sometimes, it’s best not to mention someone’s intelligence at all, even if you’re forced to work with them. Make sure you’ve carefully weighed the pros and cons.

• If you’re working with them, consider how your superiors might react before making any comments. If you feel it’s worth addressing despite potential backlash, approach the situation with concrete evidence rather than subjective opinions.
• If they’re a classmate and you’re in the same group, do the same when discussing the issue with your teacher—stick to facts and evidence.
• For example, you could say: "I’ve noticed X struggles a lot with operating the system, and it’s slowing down the team’s progress. On average, each member completes 15 tasks while X only manages six or seven. I think additional training or reassignment might benefit X."

Understand and adapt to their learning style. Everyone has a unique way of learning, and we often mistake this for a lack of intelligence. This isn’t true. Instead, ask about their preferred learning methods and make necessary adjustments.

• Some questions to determine someone’s learning style include: "What’s the best way for you to track project progress? Do you make lists? What about charts? Do you work well with audio recordings?", "When you don’t know how to spell a word, what do you do? Sound it out, write it down, or scribble it and check?", "What’s the best way for you to absorb new information? Taking notes, repeating it aloud, or experimenting on your own? Do you remember better when you read or listen?"
• You can also observe them. For instance, do they get restless and distracted when sitting still but focus and enjoy hands-on tasks? Do they prefer speaking but avoid reading and researching?
• For visual learners, use charts, lists, flashcards, and written notes.
• For auditory learners, engage in discussions, use recordings, and employ mnemonic devices.
• For kinesthetic learners, try role-playing or hands-on experiments.

Encourage questions. To assist less intelligent individuals in their learning, ensure they feel comfortable asking questions. If they feel intimidated by your superior intelligence, they might hesitate to ask, fearing it would expose their lack of understanding, making it harder for them to learn. Therefore, always show that you are capable and willing to answer any questions without judgment.

• If a lengthy explanation is needed, occasionally pause to check if they have any questions. Asking immediately is much easier than waiting too long.

Give them some time. Some people may need more time to adjust to a new environment, especially when it seems everyone else is smarter. If you’re collaborating with someone less intelligent at school or work, be generous and give them extra time to adapt. Once they settle in, they might contribute significantly.

• Be kind and make it easier for newcomers to adjust. If you notice someone falling behind, consider offering: "Would you like some help? I’d be happy to assist. This system can be quite confusing at first."

Help them discover their strengths. Sometimes, even we aren’t sure about our own strengths and weaknesses. If you’re stuck with someone who seems less intelligent due to a lack in a specific area, consider reassigning tasks. For example, if you’re conducting research and data collection isn’t going well for them, suggest switching roles: you handle data collection, and they analyze the data. They might excel in the new role.

• Be as kind as possible when suggesting changes. Simply expressing a desire to try what they’re doing can be helpful. This way, you avoid saying they’re performing poorly and risking offending them.

Understand that disabilities don’t always equate to lower intelligence. Someone might speak, act, or communicate differently but still be of average or above-average intelligence. Speaking slowly or avoiding eye contact doesn’t mean they’re less intelligent.

• Some individuals with disabilities have cognitive challenges, while others don’t. Instead of assuming, take time to understand and adapt to their needs.

Recognize the pitfalls of high intelligence. While intelligence is generally beneficial, being less intelligent also has its own advantages. Therefore, don’t dismiss less intelligent individuals as useless. For example, those with lower intelligence often outperform highly intelligent people in productivity, possibly due to better focus and persistence. In many cases, being less intelligent is accompanied by greater diligence, as they’re accustomed to putting in more effort in learning.

Reflect on your own shortcomings. Before hastily concluding that someone is less intelligent than you, take a moment to evaluate yourself. The issue might lie with you, not them.

• It’s a mistake to assume someone is less intelligent simply because they don’t seem to understand your instructions. The problem might be how you’re communicating. Perhaps your starting points differ, or you’re using overly technical language, assuming they share your background. What’s easy for you might be challenging for them—someone who excels in communication and language. Strive to simplify your explanations and avoid assuming what’s obvious to you is clear to others.
• People with below-average intelligence often perceive themselves as average or even above average. This means you might be overestimating your own intelligence compared to your peers. Keep this in mind before labeling someone as foolish.

Stop trying to prove your superiority. Even if you’re more intelligent, constantly showcasing it won’t benefit you. It not only annoys others but can also hinder your success. Tone it down, and you might find it easier to get along with people and advance faster in your career.

Treat it as a learning opportunity. If you’re stuck working with someone less intelligent and can’t change the situation, you’ll gain a lot by giving it your best effort. Learning to collaborate effectively with difficult individuals is a valuable skill for anyone, so consider this a useful experience.

• Remember that complaining about a less intelligent classmate or colleague is draining and might make you feel worse about the situation. It’s likely not worth the effort.
• Make every effort to hide any disdain. If they sense you dislike them, they’ll likely feel the same, making collaboration even harder.

• Avoid confusing knowledge with intelligence and hastily concluding someone isn’t smart just because they don’t know something you assume they should.
• Don’t underestimate those who seem less intelligent. With more interaction, you might discover they’re highly knowledgeable in specific areas.
• Don’t act superior because you think you’re smarter. It won’t benefit you and will only complicate your work.