Just like with ‘employee engagement’, the world is now pursuing ‘high performance’. Everywhere consultants and coaches are beating the drum of high performance.
It’s an admirable pursuit amid the sea of mediocrity isn’t it?
I’m helping my clients be ‘elite’, because I don’t think high performance is any more than normal now and I want my clients to distinguish themselves.
So what’s the difference between elite and high performance?
It’s mindset.
Let me give you an example to illustrate what I mean. I’ve changed some elements to ensure privacy.
Joe is the CEO of a specialist fabrication company servicing the marine industry. They had tendered and won a large contract which they’d priced at break-even. Their strategy was to win the contract to prove themselves in the defence maritime market.
In my coaching session with Joe I asked “Joe, how are you going to ensure that the contract will be delivered without jeopardising solvency?”
Joe answered “Even though we’ve priced it at no margin, we’re trying to achieve savings as we progress by high performance. We’re confident we can do that”.
I asked “Joe, would you consider applying elite performance rather than high performance?”
Joe stopped and thought for a moment. “What’s the difference?” he asked.
“OK” I said “What margin will you shoot for?”
“I’d be happy with five percent” he said.
“What about 10%?” I asked.
Joe stopped then said “I’d love to get that. I’m sure we could if we had a tad more experience in this market.”
I said “Elite performance would be getting that target, right?”
Joe said “Absolutely”
I said “So what would you do differently if you had the mindset that you have already won?”
Joe shook his head slowly and said “I’m not sure, what?”
I said “Elite performers behave as though they have already won before they begin the activity. In your case that could mean taking out the 10% from each progress payment and ensuring you deliver excellence from the balance.”
Joe nodded “Let’s do it.”
Joe and his team are elite performers.
What do you think?
