You know what sucks a business out of its star existence?
- The way they treat their superstars like little-tiny kids.
- The way they handhold the @!$ out of them.
- The way they drive out any motivation they had for anything through corporate "policies".
Star performers have the potential to transform your business with their creativity/ingenuity/insight.
Yet, unfortunately, everyday, their potential suffers because of bureaucracy/fear/mediocrity.
How to Steer Star Performers
The integral difference between star performers and yes-men is that star performers crave meaningful work.
They're intrinsically-motivated to do good work.
How do you steer them?
- Set big goal.
- "Build this division into a $5MM business in 2 quarters."
That is, you don't give them any directions/tasks/yaddas to fulfill the mission.
You're only there to guide/tutor/equip/cheerlead them.
You get folks who:
- tap their creative juices to get things fulfilled
- keep your superstars happy and motivated
- get the "big pictures" completed without your presence
It's almost like you're cloning YOU; but, if you're doing it correctly, you're getting somebody who's much more capable of fulfilling the chosen mission.
How to Set Your Goals for Stars
- First, ensure the star is (1) intrinsically-motivated, and (2) has the capabilities/experience/brainpower to fulfill the goal.
- Second, choose a large business-oriented goal with a 60-70% chance of succeeding.
- Third, set a time limit.
The stars (p.s. calling them "stars" will cause complacency; don't do it) will concentrate on nothing until either (a) they accomplish their goal, or (b) the time limit expires.
It's like you give him/her the gi-normous homework assignment, where they do nothing but eat/breath/sleep the assignment.
- ex. a: "Build a $500,000 pipeline in 30 days."
- ex. b: "Build the most-read blog in our industry in 6 months."
- ex. c: "Increase our workforce efficiency by 50% in 5 months."
- ex. d: "Increase customer walk-ins by 50% in 8 weeks."
Posted on January 14
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