Leading your Superstars & Rockstars...

The table above has been adapted from the book Radical Condor by Kim Scott.  She talks about how to get the balance right when leading a High Performing Team.  Often with my work as a Coach, there is a real fear of Micro Managing which sometimes especially with WFH can become Absentee Managing.  Getting the balance just right is being a Thought Partner.

Being a Thought Partner takes time to invest in all your Team Members and not assuming they are all the same.  They will have different ambitions and levels of motivation and energy.

Within any team are the Superstars who are keen to learn anything new and taken on more and more responsibility.  Rockstars are really good at what they do, but don't want to be promoted.

As a coach I work with Leaders who have Superstars, Rockstars, and low performers.  The trap that most Leaders fall into, is assuming everyone is a Superstar, and of course they want new projects and management responsibilities.

Organisational cultures do not often support a different route, performance management ratings only recognise team members who want promotion, which often forces people who should not be promoted to being promoted.

Kim Scott explains  that the reason this happens is by using the word "potential" rather than talking about trajectory. 

Superstars are on a very steep trajectory and Rockstars are on a gradual trajectory and low performers often just get ignored.

By adopting a Thought Partner approach you will be open to listening to the trajectory the individual wants to pursue.

There is never a permanent place for anyone on a trajectory.  Think back to your own career where you were keen for a steep trajectory and then due to life circumstances you may have desired a more gradual trajectory.

We must not assume that some-one on a gradual progression is not bringing loads of energy and enthusiasm.  Scott gives a great example of Derek working on the customer support desk, who is loved by customers and often gets baked goods as thank yous.  Derek does not want to be promoted as he wants to be able to see Broadway shows and leave work on time.  Scott puts a Superstar in a role above Derek and changes the dynamic and culture of the customer support team.

Whilst you must not put your Team Members in a fixed category here are some ideas as to what they might be looking for:-

Superstars

• New Projects
• New Responsibilities
• Assigning a Coach to push them
• Development initiatives
• New challenges

Rockstars

• Respect from the Team
• Guru status
• Support for outside interests
• Recognition of the stability they bring to the Team

If you have low performers or people just not performing ask yourself the following:-

• Is this the right role?
• Did this person take on too much responsibility too quickly?
• Were the expectations of the role unclear?
• Is the performance slippage temporary?
• Is it a bad fit? role and organisation?

Ignoring bad performance is not kind to the individual or your other team members.  Leaders have to be courageous and have the conversation, as Brené Brown would say "Stay, Awkward, Brave and Kind". 

Overall keep talking and listening and go beyond day to day work, talk about your Team members hopes and dreams get to know them really well.

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk