In my years of experience working with Corporate leaders, I’ve developed a strong belief that companies gain the most return on their coaching investment when they focus resources on their top talent. You may refer to them as HIPOs (High Performers or High Potentials). I also like to think of them as Corporate Outliers of the best kind.
I absolutely love working with these people. They are so intrinsically motivated that, once they have clarity about where they need to make behavioral changes, they experience profound insights and growth.
So, how do you tell if you’re a Corporate Outlier?
Let me describe some incredible clients to you. See if you recognize yourself anywhere.
- You’re often at least two steps ahead of others in anticipating problems and divining solutions.
- Some people are intimidated by your quick thinking and abrupt communication style.
- You’re unwilling to settle for ‘good enough’. You have high standards and are willing to invest time and energy in developing brilliant performance.
- You‘re allergic to the status quo and recognize that reality is constantly changing. You believe that if you don’t adapt your business & your skills, your business (and you) will cease to be relevant.
“You’re either growing or dying—there’s no in-between.”
- Sometimes others assume that you care more about results than people. What they may not realize is that you care about results BECAUSE of people. You hate to see potential wasted.
- You may feel overworked. It’s likely that you get piled on because of your track record of excellence.
- You may prioritize work and others above yourself. As a result, your health and home-life may be less optimal than it could be.
- You’re authentically confident, able to identify and admit your strengths and weaknesses. You’re willing to enlist help to grow.
- You may see corporate politics as a waste of energy and wish that people would just drop the façade, talk straight, and do what they said they would do.
- You thrive among, and crave discussions with confident, intelligent, fun, driven, future-oriented people.
Good Enough Inc.?
I called my firm Brilliance Inc. in honor of these incredible leaders and the potential that gets unleashed when they have a competent, creative, sounding board.
In the last decade, I’ve noticed a positive trend toward offering these people (who used to be seen as the last to need external support) coaches. When you ignore high performers and instead invest resources into your weaker players, you risk losing your stars.
“Those who build great companies understand that the ultimate throttle on growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others: the ability to get and keep enough of the right people.“
When you take a leader from good to brilliant (or Good to Great as Jim Collins would say), you unleash immense amounts of positive energy that inspire innovation and connection across the organization. Yet, it’s not always easy to know how to develop and inspire these top performers.
And one size doesn’t fit all.
And if you recognize someone in the description above, please share your story. How have you experienced exponential growth?
“GOOD IS THE ENEMY OF GREAT. And that is one of the key reasons why we have so little that becomes great…Few people attain great lives, in large part because it is just so easy to settle for a good life. The vast majority of organizations never become great, precisely because the vast majority become quite good-and that is the main problem.”
Here’s to your brilliance,
photo credit: kevin dooley