Posted on Aug 13, 2015
Do You Agree with these Top (5) Invaluable Behaviors of Top Performers?
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Do You Agree with these Top (5) Invaluable Behaviors of Top Performers?
RP Members let me hear some feedback on these (5) invaluable behaviors that are associated with Top Performers. Do you agree with them or not? Do you think ones should be eliminated and something else added?
HERE IS THE ENTIRE ARTICLE - THE LINK DOESN'T WORK
By Patrick Leddin, Ph.D., PMP
Professor, Vanderbilt University
Over the past twenty years, I have been surrounded by many top performers:
Courageous fellow paratroopers in the U.S. Army
Amazing colleagues at both a global consulting firm and my own professional services agency
Outstanding leaders throughout the U.S., Canada, Europe, and Asia
Brilliant students at one of the nation's top universities
As I consider what makes many of them outstanding, I have come to the realization that they exhibit 5 invaluable behaviors.
I invite you to take a minute to review each behavior and consider the questions I offer.
1. Deliver Results; Don't Just Pleasantly Accomplish Activities
Top performers may be funny, personable, kind, considerate, or a variety of other wonderful attributes. However, above all, they deliver results.
I'm not saying that the above mentioned attributes aren't helpful. They are. They make working with someone much more enjoyable. But, when times are tough and expectations are high, leaders don't need a friend, they need a top performer who delivers the goods.
Consider yourself...
Is your reputation one as a person who delivers results?
Do you confuse activities with results?
When was the last time that you and your team failed to deliver as expected? What did you team learn from the situation?
2. Solve Problems; Don't Just Point Them Out
Top performers aren't afraid to jump in with both feet to help fix a problem. They don’t merely stand on the sidelines or complain about the complexities of work.
They don't seek glory or work to fix blame; they seek to solve problems and put steps in place to avoid future pitfalls. They are proactive problem solvers.
Consider yourself...
What problems exist within your team or organization that are going unaddressed? (Odds are you aren't the only one who sees them.)
What might you do today to begin to proactively addressing problems in your midst?
3. Learn New Stuff; Don't Just Be Comfortable
Top performers actively develop new skills. They put themselves into new situations, wade into uncharted waters, and willingly place themselves in uncomfortable positions.
Why would they do this?
Well, they recognize that investing time in learning new things makes them more valuable to the organization, more helpful to their teammates, and more marketable in future situations.
Consider yourself...
Would people consider you and your team members active learners?
What book are you currently reading? What skills are you honing?
When was the last time you taught a customer or employee something new?
4. Experience the Customer's World; Don't Just Observe It
Top performers understand and practice the concept of being in their customer's world. They care about the customer winning as much as the customer cares. They demonstrate an unmatched level of customer understanding that eludes their peers and competitors.
Consider yourself...
Who are the most important customers that you and your team serve?
What matters most to them?
What can you and your team do today to better help your customers win?
5. Provide Value That Is Not Easily Replaced; Don't Just Do the Job
Top performers are not irreplaceable, but they are not easily replaced. You can't simply hire another person with the same skills, experience, and education as a top performer, get him up-to-speed on his role, and not feel the loss.
Why?
Because a top performer makes a distinctive contribution. They add value over and above their job description.
Consider yourself...
How easy would it be to replace you and your team?
What can your team do to be more valuable to your customers? What can you do?
Final thought...
Am I suggesting that these are the only behaviors necessary?
No.
I am simply suggesting that they are key.
I wish you all the best as you work to become a top performer in your chosen endeavors!
-------
https://www.linkedin.com/pulse/5-invaluable-behaviors-top-performers-do-you-exhibit-patrick?trk=pulse-det-nav_art
RP Members let me hear some feedback on these (5) invaluable behaviors that are associated with Top Performers. Do you agree with them or not? Do you think ones should be eliminated and something else added?
HERE IS THE ENTIRE ARTICLE - THE LINK DOESN'T WORK
By Patrick Leddin, Ph.D., PMP
Professor, Vanderbilt University
Over the past twenty years, I have been surrounded by many top performers:
Courageous fellow paratroopers in the U.S. Army
Amazing colleagues at both a global consulting firm and my own professional services agency
Outstanding leaders throughout the U.S., Canada, Europe, and Asia
Brilliant students at one of the nation's top universities
As I consider what makes many of them outstanding, I have come to the realization that they exhibit 5 invaluable behaviors.
I invite you to take a minute to review each behavior and consider the questions I offer.
1. Deliver Results; Don't Just Pleasantly Accomplish Activities
Top performers may be funny, personable, kind, considerate, or a variety of other wonderful attributes. However, above all, they deliver results.
I'm not saying that the above mentioned attributes aren't helpful. They are. They make working with someone much more enjoyable. But, when times are tough and expectations are high, leaders don't need a friend, they need a top performer who delivers the goods.
Consider yourself...
Is your reputation one as a person who delivers results?
Do you confuse activities with results?
When was the last time that you and your team failed to deliver as expected? What did you team learn from the situation?
2. Solve Problems; Don't Just Point Them Out
Top performers aren't afraid to jump in with both feet to help fix a problem. They don’t merely stand on the sidelines or complain about the complexities of work.
They don't seek glory or work to fix blame; they seek to solve problems and put steps in place to avoid future pitfalls. They are proactive problem solvers.
Consider yourself...
What problems exist within your team or organization that are going unaddressed? (Odds are you aren't the only one who sees them.)
What might you do today to begin to proactively addressing problems in your midst?
3. Learn New Stuff; Don't Just Be Comfortable
Top performers actively develop new skills. They put themselves into new situations, wade into uncharted waters, and willingly place themselves in uncomfortable positions.
Why would they do this?
Well, they recognize that investing time in learning new things makes them more valuable to the organization, more helpful to their teammates, and more marketable in future situations.
Consider yourself...
Would people consider you and your team members active learners?
What book are you currently reading? What skills are you honing?
When was the last time you taught a customer or employee something new?
4. Experience the Customer's World; Don't Just Observe It
Top performers understand and practice the concept of being in their customer's world. They care about the customer winning as much as the customer cares. They demonstrate an unmatched level of customer understanding that eludes their peers and competitors.
Consider yourself...
Who are the most important customers that you and your team serve?
What matters most to them?
What can you and your team do today to better help your customers win?
5. Provide Value That Is Not Easily Replaced; Don't Just Do the Job
Top performers are not irreplaceable, but they are not easily replaced. You can't simply hire another person with the same skills, experience, and education as a top performer, get him up-to-speed on his role, and not feel the loss.
Why?
Because a top performer makes a distinctive contribution. They add value over and above their job description.
Consider yourself...
How easy would it be to replace you and your team?
What can your team do to be more valuable to your customers? What can you do?
Final thought...
Am I suggesting that these are the only behaviors necessary?
No.
I am simply suggesting that they are key.
I wish you all the best as you work to become a top performer in your chosen endeavors!
-------
https://www.linkedin.com/pulse/5-invaluable-behaviors-top-performers-do-you-exhibit-patrick?trk=pulse-det-nav_art
Professional Development
Leadership Development
Performance
Honor
Edited 9 y ago
Posted >1 y ago
Responses: 7
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Mentor those around you. Left, Right, Above, and Below- top performers find ways to operate effectively while sharing knowledge and shaping the organization's future success. Mentoring a new hire, or fresh face to your platoon, helps integration, reduces friction, builds cohesion, and ultimately ensures continued organizational success.
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All 5 are great... One thing I don't see in a lot of these types of articles revolves around personal management - how does a leader manage their day? how do they plan for themselves? How do they keep themselves healthy? What kind of routine do they have? How do they balance life (a personal struggle of mine!)?
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COL Mikel J. Burroughs
SFC Nikhil Kumra Absolutely a good point. I will share some information about taking care of yourself the Leader in the coming weeks.
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