But how can you make it work?
To start with, try getting both types of thinkers to work together. Sure, they would more often than not clash against each other, but whatever results that end up in the middle ground are good for the firm. Someone must always be willing to shovel coal in the boiler, while another is keeping a close eye on the gauge, so to speak.
Second, try creating rewards meant only for late-bloomers. Whether you show results early on or not does not really make much of a difference. Experimenters need time before results can be obtained, and it may take some time. Creating a rewards system tailored for them will not only raise their morale, it will also compel them to keep working on what they are doing.
And lastly, nurture experimenters properly. The difference between theoretical thinkers and experimenters is in terms of methodology. The former thrives on change, and would love to try new think. The latter group, on the other hand, prefers tried and tested means to get things done. For example, if telemarketing has worked for them in getting new business leads, experimental thinkers would still use telemarketing in getting other results.
That is how different these kinds of people are. If you do not know how to deal with both kinds of thinkers properly, then you might end up missing a great deal. Observe these tips carefully, and try observing your employees better. You never know. You might have brilliant gem sitting right at a corner.