You might also try understanding his thought process and give him tasks that he will excel at. Not everyone gets the 10000 ft view and it's probably not necessary that everyone in the group think that way. Try to figure out what his strengths and try to use them to the group's advantage. It might be that this guy is incapable of doing routine work but is able to complete the near-impossible jobs. It's very possible that the problem here isn't this particular person but rather the management style.
In the end, even if it doesn't work out someone should have the decency to explain exactly what the problem is. Alienating him to get him out of the group is a pretty dick move.
Alienating or even marginalizing the individual is the worst thing you could do. You need to act soon and make sure it is the right decision. It is bad for morale for the rest of your team to have 'the common enemy' even if it gives something to share.
That being said, booting off the person may not be the best course. He has to be good at something or this would have come up sooner right? Leverage his strengths if you can. If your manager is competent, have him address the individual in the context of self-improvement. This can be a great way to re-motivate someone or send a signal that things are not working out.
In any case, act soon and with tact. The last thing you want is an angry and incompetent person on your team.
In the end, even if it doesn't work out someone should have the decency to explain exactly what the problem is. Alienating him to get him out of the group is a pretty dick move.