Managers, Leaders and just regular people ask me about the key differences between the high achievers and the average performer. Sometimes, these questions are directed toward finding high achievers to hire, identifying the high achievers currently on-board and gaining a competitive advantage using people as the differentiate maker.
Then the regular people want to know what does it take to move into this high achievement group. Their reasoning are numerous – such as becoming more secure at work, getting to a new level of happiness, giving more meaning and purpose to their life and finally – to just make more money. The final reason – making more money – is probably the least powerful of the reasons due to the need for self-discipline.
When pressed to uncover the reasons or differentiators used by the high achievers it really came down to only five areas and they all began with the letter C. So, if you want to learn what the high achievers are using then read on…
The poem, “We Shall Keep the Faith” was penned by Moina Michael in November 1918 in response to her inspiration of the poem, “In Flanders Fields” written earlier that year by Lieutenant Colonel John McCrae. Ms Michael made a personal pledge to “keep the faith” and hastily penned her response in poetic form on the back of a used envelope. From that day she vowed to wear a red poppy as a sign of remembrance.
In 1922 the Veterans of Foreign Wars (VFW) became the first veterans’ organization to sell the poppies. In 1948 the United States Post Office honored Ms Michael for her role in founding the National Poppy movement by issuing a red 3-cent stamp with her likeness on it.
We Shall Keep the Faith
Oh! You who sleep in Flanders Fields,
Sleep sweet – to rise anew!
We caught the torch you threw
And holding high, we keep the Faith
With All who died.
We cherish, too, the poppy red
That grows on fields where valor led;
It seems to signal to the skies
That blood of heroes never dies,
But lends a luster to the red
Of the flower that blooms above the dead
In Flanders Fields.
And now the Torch and Poppy Red
We wear in honor of our dead.
Fear not that we have died for naught;
We’ll teach the lesson that ye wrought
In Flanders Fields.
Listened to speaker today at a SHRM meeting discuss the coming of the Gen Y or Millenniums invading the workforce in the coming decade. And, did I mention the Baby Boomers are exiting stage right to retirement?
Seems we are on the verge of a full scale shift of generational power. And, are you ready for this new wave of high achievers who possess a different set of skills that the departing boomers?
The major areas all this generational shifting is going to effect us is in the management and leadership of organizations both large and small.
Here are the facts…
Recently I overheard a conversation with a well known authority on high performance. During the conversation a major aha occurred with a really basic or fundamental issue.
The major issue discussed was about your thoughts. If you only think about small things – especially goals and challenges – your results will be small.
As I reflected upon this basic concept of high performance or achievements in life, I realized I have been impacted by the thinking small on more than one occasion.
Okay, today I’m sharing the real key to success in using all the social media available to you. Many small business owners and corporate leaders keep asking me about the value of social media.
The main reason you should be established on the social media circuits is – if you sell to Gen Y, some Gen X, and have these types taking over for your previous boomer contacts and decision makers. The truth is over 90% of the Gen Y individuals are digital. Yes, that is over 90%, so what is your strategy for reaching these people?
I have to admit I was a causal user of the social media for the first year or two. Then I found it was important to have a footprint in the social media. Yet, a footprint is not a silver bullet for future success.
Oh, yes, one very important thing to remember – no selling, presentations or sales speak is acceptable to this social media crowd. Information presented as tips or links to informational articles or web pages is the proper thing to do with the social media crowd. They like information with no old school selling techniques or tactics.
Seems there are many descriptions of leaders in the world these days. Some of these groupings are accurate and many are based upon the appearance of leadership rather than the real leaders found at any level of an organization.
Several years ago I wrote an article entitled “Shared Leadership” which can still be found on the internet today in several publications. It discussed the need for everyone to take responsibility for a leadership role and how much better the organization would become.
Most people think leadership is all about Power, dishing out Punishment, handing out Rewards, the Title or Position held by someone or even the Expertise a person has within their organization. Well, these are all fine and dandy, however, several key truths are missing. Leadership is not about assumptions or guess work, there are specific traits or characteristics found in the real leaders of today.
Okay, as Leaders we are constantly looking for ways to motivate our team members for high performance. And, most of us are still aware of budgetary constraints brought to us by the Great Recession.
Yes, budgets are still tight and were established for this year using last years financial results and projections, therefore there is little room for financial rewards or big bonuses for our high performers or to engage team members with the possibility of any financial rewards.
So what do we do without any financial rewards – which managers believe is the number one method to engage their people for higher levels of performance. Well, research indicts there are a number of methods available to reward outstanding performance – even without any financial inducements.
Here is a list of 24 ways to reward your individual performers using non-financial rewards…
Our March newsletter has a lead article about Customer Satisfaction Starts with Respect, Responsiveness and Reliability. This article hits on several key points that shows many organizations today are not paying enough attention to details to get any respect.
One of my readers immediately responded to the article with his true life story illustrating the pitfalls of surface or even shallow thinking on the part of real organizations.
Here is his story (name is changed to protect the innocence)…
The only reason to read this insights advice today is if you answer this question with a positive “yes” response. The question is simply…
Do You Currently Have Government Contracts AND Use Assessments within Your Organization?
When answering yes, you have placed a target upon your back regarding an EEOC agency ruling known in the industry as the “Adverse Impact” ruling.
You may be thinking – well this is something for HR or our Labor Attorney. As the say in the world of sports – Not So Fast My Friend!” This is a law or ruling which can cause you significant financial fines. Just ask 3M which just paid a $12 million fine because they could not prove compliance with this rule. Now, in my book a $12 million fine is a significant risk if you have no knowledge about this rule. Yet, it only counts if you are selling to a government institution or agency (including the military).
Ever wondered what it takes to really become a high performer?
Actually, if you can master these five elements – you will join the ranks of the high performers. The great thing about this is it is your choice. No one can force you to use these five elements, nor can you get to the high performance level without using them. So what are the five P’s?
Let’s look at each one…