Do not make the mistake of leaving them to fly solo!’
High performers – perhaps type A personalities with exceptional EQ, resilient and change agile, learning adaptive, highly curious, capable of critical thinking, high self-drive and intrinsic goal setters, empathetic, self-reflectors (these are just some of the descriptors we use to assess, qualify and describe high performing traits, however there are many more).
We are in the business of supporting employers to connect with and hire high performers, who have high impact and value to organisations and who are often viewed as individuals that their leaders ‘do not need to worry about’.
Whilst high performing individuals do not need a tight framework or management approach, they absolutely need a unique and tailored leadership approach to ensure they can thrive, love what they do and do not burn themselves out!
Because these individuals are highly conscientious, committed and invested in what they deliver and achieving outcomes and value, they can often take on extra work, seek out opportunities to extend themselves and will not want to disappoint. All these things are a dream for leaders they report to and who does not want this?
This said, we often see high performers doing such a good job that their leaders/ person they directly report to, neglects to provide the things that they need (because they think they don’t need their attention like others do).
The reality is that they need your time and investment too, just ‘a special kind of leadership’ that helps them to thrive.
High Performers want the following from Leaders (as a starting point):
1. A platform to share with you. Weekly catch-ups can provide this and whilst they may appreciate a slightly less structured discussion (will be different for everyone). Creating a safe place for them to share and have these discussions is critical.
2. They want to hear your feedback (good or not so good) so they can improve and they need to understand how they are meeting your needs and the business.
3. They want to feel heard and appreciated (Leaders often forget to tell their high performers what a great job they are doing because they think they should know!)
4. They want you to challenge, stretch them and share your knowledge with them in a non-assuming way that allows them to take this and make the connections and applications, with a plan for growth/ visible pathway for their career.
5. They need you to remind them and take them to task when they are taking on too much/
loosing perspective and remind them to refill their oxygen first!! (this is often the issue when they are focused on others, delivery and performance and this leads to a higher burnout potential).
6. They will want a working relationship and to know you as a leader, person and how they can support you – this is critical for them to feel they are making a difference and adding value. Connection is important.
7. Last but certainly not least on this list – they want high trust from you, sharing context and the bigger picture helps them to achieve the desired outcomes, and they will need less help on how to get there (the roadmap) but want to understand the WHY and then will craft the HOW, often with ease and creativity.
Investment in your high performers is an investment that will have a high ROI and will never be anything but a great use of your time and energy!
