I think about top performers not just as those who are technically competent, or who have a lot of subject matter knowledge….rather about those that are behaviorally outstanding and show emotional adulthood in ways that differentiate them from others.  I may rely on these people more on my team because of their willingness and “attitude” versus their technical competence.  And correspondingly may take advantage of these characteristics to get things done.  

Define top performance. What does it mean to you, to your team and to your organization?  Is it defined or not?  Answer that question first, and then consider how you communicate, develop and delegate to those around you.  Who are your “go to” people and why?  Who you consider a top performer does make a difference.  

Then let’s consider burn out.  Burned out means in a state of physical or mental collapse caused by overwork or stress.  I know that sounds dramatic, but we’ve probably all felt the feelings associated with figurative, if not literal collapse.  I’ve experienced it myself and seen it around me.  I probably created it as well, not deliberately, but through my own behaviors and actions (or inaction).  Here are 5 ways we create burn out.  See if any of them resonate with you.

How to Create Burn Out

1. Not recognizing signs of individual stress; then not helping the individual to help themselves build stronger coping mechanisms.
2. Not recognizing that your job is to foster and strengthen employee resilience (capacity and ability to change).
3. Delegating to the same individuals over and over again.
4. Not developing a strong talent pipeline.
5.  Radio silence on praise reinforcement thanks gratitude kudos etc.

Take Action:

·         Learn the individual signs; take action; look at yourself first.  What actions are you taking that are negatively affecting performance?  What are you doing to contribute to burn out, and what can you do to mitigate it?

·         Help those that need it.  And I don’t mean to help them by merely prioritizing the workload.  I mean explore where they may need to cultivate and/or adjust behaviors, improve coping mechanisms, and foster healthy habits. Dig below the surface to understand the contributors (other than you!) to the overwork and stress.

·         Be planful about creating resilience in your team.  Check out PositivePsychology.com for great ideas:  27 Resilience Activities and Worksheets for Students and Adults (+PDFs) (positivepsychology.com)

·         Develop a talent plan.  Think about your team in terms of a bell curve.  Know where individuals land and what needs to happen to advance their position on the curve. Continuously move the curve!   

In today’s competitive environment, we must retain top talent.  That means being hyper aware of the environment we create, the practices we engage in, and how we deal with stress and overwhelm. (NOTE:  You can also check out Episode Podcast 02 Exploring Locus of Control for stress strategies.)

And finally, express appreciation for all that your team does and attempts to do.  Sincere praise and gratitude goes a long way to balance the ongoing demands placed on all of us.  You can be the difference between someone’s experience of gratitude or overwhelm.

Be the best coach you can be!

Be the Best Leader You Know

Perform with Power, Lead with Impact, Inspire Growth

To sharpen your skills and increase your confidence, check out the Confident Leader Course:  https://www.intentionaleaders.com/confident-leader