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Attack of the Exploding Watermelons

November 2, 2011, 11:56 am

By Allison M. Vaillancourt

Last May there were reports of exploding watermelons in China. Apparently, farmers applied fertilizer that made the melons grow really big really fast and then KAPOW! They exploded. It is with a fair amount of distress that I am observing a similar phenomenon at my own institution. No, we aren’t growing fruit on campus, but we do seem to be growing some mighty big egos, and I fear the splatter of gray matter as a few heads begin to explode.

I’ve been trying to understand how and why watermelon people are created and have discovered a few common variables. Variable A = Person is smart. Variable B = Person is unusual in some way. Variable C = Person was initially very likeable, due in part to Variable B. Variable D = Person is young, or at least new to the role or organization. Variable F = Organization gives person constant positive feedback about how wonderful he or she is, in part to show organizational commitment and to encourage retention. All of these variables are good things. We want smart, unique, likeable people, and positive feedback is a glorious thing. So, why does positive feedback turn certain people into potential exploding watermelons? And what are the consequences?

Admittedly, I am not a fan of people who think they are “all that.” But because I knew the watermelon people back when they seemed normal, I still like them and I’m worried about their futures. And I have to say that those futures might just be in jeopardy as these “rising stars” ignore the advice of senior people, remind their colleagues of their growing importance, and make fairly ridiculous demands. If they don’t knock it off, they won’t be “all that” for too much longer. That won’t be good for them, and it won’t be good for us.

I’ve been asked for advice on how to talk to the watermelon people about the need to tone things down without crushing their spirits, but I haven’t come up with anything particularly brilliant. Any suggestions?

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  • yellow1

    As an administrator on the Academic Affairs side of things, one thing I have had to tell faculty and other personnel quite often (FT and PT) is that the reality of the big picture/college as a whole often means their plans and goals must fit into that big picture first. At least on the surface. Not their own research first, own career goals, or even teaching. I suppose I’ve had to burst a few bubbles, and that letting a little air out has possibly kept a watermelon from exploding.

  • chroniclejap

    You could try an indirect approach first (although this type of comment/input tends to irritate me because it’s so non-specific). Something such as “it has come to my attention that certain individuals are doings whatever’s irritating and need to stop” OR you could take each individual aside and say, “let me  talk to you about how you’re being that’s driving people nuts” OR (if you’re the HR person and therefore lack firsthand knowledge of what they’re doing, you could suggest their direct supervisor bring it up in their next evaluation. 

  • jesor

    My understanding is that usually the rapid growth of one melon tends to cause some chafing with the melons next to it.   Often times, the rapidly growing one will feel that friction as much as the ones around it and perceive the others to be the problem.    This provides the oportunity to chat with them about “what’s bugging them” and to “make sure things are going smoothly for them”.  It’s really a trap so that you can then suggest that they might be more accomodating and understanding towards those who aren’t jumping onto their brand new shiny melon cart right away and that they think critically about the rapid growth in their position.    This generally allows for some deflation while still maintaining a sweet relationship.
     
    ok…now I’m hungry

  • elaine_britt

    We have had similar issues and it usually boils down to a lesson on how to treat those around you.  No one can accomplish all of their goals alone, and so a reminder about civility and respecting others usually helps (although some need a refresher course every now and then).  Also, we have found that as we become more international, this also can be a cultural issue.  In this case, the discussion starts with “In the US, we…” as a way to help them understand that you can accomplish more by being nice versus being the bully.  I hope this helps…

  • nybound

    “Variable F = Organization gives person constant positive feedback about how wonderful he or she is…” I take it you’re not talking about academe? At least in my experience, the system is set up to give you mostly negative feedback. Most papers get rejected by the good journals and the reviewers can adeptly provide a litany of reasons why your work sucks. The only students who bother to write anything on the class evaluation forms are the ones who hated you. And department heads, in annual feedback sessions, are loathe to make you feel too comfortable about getting tenure because it may give you a reason to sue should you get denied. It’s a good life other than that, though.

  • cerebellum

    What a great analogy!  I know a few potential exploding watermelons!  I have no good advice to deal with them, but am very tempted to email this article to one or two.  Do you think they would “get it”?

    You really captured the exploding watermelon syndrome with your description of ““rising stars” [who] ignore the advice of senior people, remind their colleagues of their growing importance, and make fairly ridiculous demands.”

    Thanks for giving me a way to conceptualize these people.

  • counselorfred

    Most people really appreciated honesty and a heads up.  I have found no method that works better than a one-on-one conversation based on concrete examples of the issues you know are out there, whether that is their actions or peoples’ reactions to them.  Examples of previous watermelon people who have exploded are also useful.  (I’m still laughing at the perfect and hilarious analogy…)  If your watermelon people already have so much pressure in their watermelon heads that they have gone deaf, well, then it may be hopeless and you’re probably better off without them.  They will be headed for a no-tenure vote from their colleagues anyway.  An alternative is to have members of the departments in which the watermelon people live engage in a teamwork exercise. Departments are teams, after all, and a university is just a bigger team.  The exercise can include an anonymous survey that everyone must participate in regarding “emotional competency.”  We have done this at my workplace and it was unbelievably useful and helped us recognize problems, build a better team, and best of all, build trust.  Each participant had to evaluate him or herself using a prescribed set of survey questions, and then the participant had to ask others to take the same survey–answering the questions in regard to the participant.  The participant had to include the following as respondents:  5 peers from your “workplace”,  your supervisor, 2 people who reported to you or were below you in rank and needed to do work for you in some capacity, 4 people who could be considered “clients” of yours, e.g. they needed deliverables from you on occasion, and 4 other people in your life with whom you interacted frequently, including at least one from your non-work life.  The results were anonymous, although you could tell how your supervisor ranked you (which of course is a good thing).  I bet if the watermelon people saw some of the negative reactions in print from others they might shrink back down to realistic size.  They might also get the main message, which is that life is about working in teams, it’s not about you.

  • allison_vaillancourt

    Dear (Insert rising star name here),

    Saw this (insert URL) and thought of you.

    Cordially,

    (Your name here)

  • janerita9

    I found the article related to what I too have experience in my work atmosphere; but when tried to balance all the variables consciously colleagues and work on hand seemed quite interesting.

  • realtyannie

    This occurs across all professions. I have seen it countless times and, sadly, noticed my own watermelon begin to swell after a few victories here and there. My advice, to myself and others, is:

    “NEVER get caught up in your own hype.”

    If you prefer, a common bit of old wisdom stated, “Pride goes before a fall.”

  • http://twitter.com/pgrantham Paul Grantham

    Reminds me of a comment from Bob Johansen about faculty stars at this year’s CUPA conference: “Arrogance won’t survive in the social media world. Those people become big targets.”

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