Why High Performers Might Be Hurting Your Team

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Күн бұрын

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@AlexKashie 5 ай бұрын

Totally agree with you Simon, unfortunately so many companies value and praise only performance, trust is not even a metric.

@jscol34 4 ай бұрын

I love the trust vs performance analogy. Performance is important (no margin, no mission), but it cannot be at the expense of trust, which is simply a combination of competence and character or high virtues. If performance is achieved yet trust is low, it may work in the short-term term, but it won't be sustainable in the long-term.

@brain_respect_and_freedom 5 ай бұрын

Trust in your team, and your team will trust in you.💡

@paologera 5 ай бұрын

I never was the high performer of the teams that I worked with but I've always heard from my peers that I somehow helped them in their development. Thank you Simon for your insight.

@TheThinknator 5 ай бұрын

I hope you manage to stay the same. Be yourself, always. What they see in you is a true mentor.

@paologera 4 ай бұрын

@@TheThinknator thank you for your kind words.

@paologera 4 ай бұрын

@elizabethshedd1017 yes, you're right. Bigger the ego, bigger the fall. I believe that we are here to serve others. Thank you for your comment.

@Хроникисовременногочеловека 5 ай бұрын

Absolutely agree, about behaviour rewarding. Because consequence motivates the behaviour. That’s one of the ways to train and raise required ethical and professional behaviour. If you reward the right actions, you shape the right attitude and way of thinking.

@power_of_many 4 ай бұрын

Thank you, SImon, for this wonderful highly relatable story. I have personal experience running a company where talented performers brought toxicity to the workplace, and ultimately, we had to separate them from the organization. If I had seen this video sooner, it might have made it easier to pull the trigger earlier.

@KuruGDI 3 ай бұрын

Companies get the incentive they support - The problem is the moment when they realise that what they got/supported does not match what they actually wanted to see. Usually the worker is blamed for such a failure.

@lateblossom 4 ай бұрын

I just like hearing Simon talk, literally. He's saying stuff worth hearing, and relaxing me at the same time.

@MissMu1M 4 ай бұрын

Love listening to you Simon!!! ❤

@runmarkrunheinrich 5 ай бұрын

I have encountered a handful of very intelligent, visionary, high performing individuals that were absolutely toxic. If by some miracle there is a manager/executive that can keep such a person on a leash they can still be an asset. That is a giant IF however and they will almost inevitably cause more trouble than their worth. For a broader team - I've found that as a leader, fostering an environment of transparency, honesty and trust makes the work far more enjoyable AND generates the positive business outcomes a metrics driven organization cares about.

@ellegh.a4238 4 ай бұрын

You get the behaviour you reward ....Thank you Sir

@vladislavkaras491 4 ай бұрын

That is actually really greatly said! Thank you Simon!

@CollinRutherford 4 ай бұрын

Important point! Organizations need to remember that values and trust drive genuine and lasting success.

@faridaastuti9830 4 ай бұрын

Appreciate your opinion, while as a businessman you know that most companies need high performance employees, for sure. How they can achieve the goal if the dont have the champion? Therefore equip the high performers to find balance between number and values snd other things that necessary for both sides.

@ekremdautovski3287 3 ай бұрын

I totally agree that values matter more than performance. But how do you measure values - like for example some people might demonstrate values - when there is manager around and then do whatever they want when nobody is watching their work?

@Teeawesome 4 ай бұрын

Trust is an ace value. It even gives meaning to performance. With trust performance peak without trust performance is frustrated and plummets. Want to frustrate a high performer shake his trust in you or himself. You can always make up for performance where theres trust for people can always work out lapses. Don’t blame performer for low trust. Find out why trust is low. Motivate for improved trust or discharge when lack of trustworthiness is a behavioral pattern.

@jaystucky845 4 ай бұрын

The uncomfortable silence of the room...that did not seem to be a receptive audience.

@Seunlad 4 ай бұрын

05:21 ❤

@Golden_Kelsi 5 ай бұрын

I really wish to work for Simon and contribute to his mission through my work! He's an incredible leader and person as a friend!😀

@jimmyquek6536 4 ай бұрын

Amazing.... And we wonder why people lack moral values...

@BeAlphaX 4 ай бұрын

Trust your Team...

@SagarKumar-xy1kp 5 ай бұрын

Sir give a video on books recommendation

@marderluchs6322 4 ай бұрын

Basically everything from Adam Grant and Daniel Kahnemann is worth a recommendation

@greatestever8169 4 ай бұрын

Companies couldn’t or would refuse to pay us for our values! Even $50 isn’t worth my skill set and all the hard work with the dedicated time to achieve that level of success. Thats why I work for myself haha 🤣

@real-authenticity 20 күн бұрын

Simon, I've wondered about this for a while, since I want to question my personal perception (leader struggling to make enough time for close contact with all 'reports') of who the low trust people in my teams are. "Just ask who's the a..hole" - How do you recommend doing this without jeopardizing psychological safety?

@hope4surf 5 ай бұрын

💯💯💯

@lazarusblackwell6988 4 ай бұрын

Most people dont like to work too hard. And they dont like to be in the company of people (leaders) who work harder then anyone,because it makes them feel bad about themselves and it exhausts them. Todays people work far less then the people of ancient times did. Its just the way society has developed. We have created technologies that enable humans to do more work with far less effort or little work as possible without any effort. Hard workers are an endangered species in the western world.