What high performers do differently

By Debbie Nicol 

High performers produce results, synergy and ideas, contributing positively to an organization’s future. Moreso though, they attract an organization’s curiosity and support because they can be tangibly described, easily referred to and always depended upon to demonstrate value from the same beliefs and dedication. How do high performers achieve this?

‘The ability to personify’ is a skill little spoken of, and may be referred to as ‘branding oneself’ which allows an individual to be recognized through constant representation of a state or an entity. Familiar examples to us all from the philanthropic world include Richard Branson recognized for adventure and contribution and Nelson Mandela for freedom. Clearly Mandela’s cause has become a legacy, one still positively contributing to the African continent.

To reach that level of personification in the corporate world, a high performer is a master of the following three things:

1- Ensure alignment of personal values with an entity: A high performer chooses wisely using values as the template of all measurement.  How could a person personify innovation if entering a restricted and compliant environment? Be it the leadership, environment or industry, today’s high performers set themselves up for success by being discerning when buying into a corporation. Regardless of attempted masking that may shroud reality, they are true to that which will help them succeed, and not settle for second best.

2- Consistently being the brand: A high performer will be his or her brand at every breathing moment.  If the brand proposition is about creativity, they’ll live and breathe creativity, embedding into every action – they’ll speak creatively, dress creatively, challenge creatively all before applying creativity to any task. If the brand is about ‘the experience’, they’ll turn everything into ‘an experience’.  Standardized calling cards may be transformed into ‘scratch and sniff’ personal interactive cards that stimulate all the senses.  If the brand is about perseverance, they’ll be there until the end during every challenge, displaying a ‘never give up’ attitude at all times.  People believe consistency – it speaks much better than words.

3- Encourage organic support:  A high performer is not seeking the support of others initially but rather a better future and greater hope that their cause or persona will bring.  They will welcome the first supporter, nurture and educate them, strengthen the relationship and invisibly hand over the promotion of the cause or belief to others.  A high performer is often so keen to find new ways to ‘be’ the entity that organic support and growth will not be noticed by themselves whilst others are in awe. 

HR departments are in the perfect space to promote and highlight those personifying an alignment with the corporate culture, ensuring that even once the person has moved on, the legacy and priority remains clearly a talking point, continuing to add organizational value.  What price would you place on a ‘walking and talking’ billboard for your corporate culture?

Debbie Nicol, Managing Director of ‘business en motion’, moves businesses and leaders ahead through change. Debbie applies the Prosci® Change Management Methodology in her business consultancy and learning organization across the GCC and Asia. Connect with her on LinkedIn orTwitter.

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