Performance leadership is about building an environment where your people can excel, creating opportunities for growth, and ensuring that success is celebrated. It’s not just about hitting targets; it’s about enabling others to do their best work and enjoy it in the process, while they feel they are contributing to an organisation.
This philosophy is deeply personal to me. Let me share a story that shaped my perspective on performance leadership—a moment that taught me the true meaning of leadership and impact.
A Surprising Lesson in Performance Leadership
During my MBA, I didn’t see myself as a standout student. I was the fun-loving, sociable one—the person who brought energy to group projects and life to social events. I didn’t think I was excelling academically or making a significant impact.
But at graduation, I was honored with the Davina Hall Achievement Award.
The award wasn’t for academic excellence; it was for creating a positive, collaborative environment and helping others succeed. I had no idea I was making such an impact on my peers. That moment, meeting Davina Hall’s family, showed me something profound: leadership isn’t about personal achievement—it’s about empowering others.
The Core of Performance Leadership
Performance leadership is the ability to notice potential in others, and let them notice their potential too. It’s about leading by example, creating trust, and ensuring your team has the tools, support, and motivation they need to succeed.
But how can you achieve this? Let’s explore key principles and actionable steps for executing performance leadership:
1. Shift the focus from “I” to “We”
Leaders often feel pressure to deliver results on their own, but performance leadership thrives on collaboration. As my MBA experience showed, you don’t need to be the highest performer—you need to be the one who helps others shine.
- Insight Discovery Tip: Tools like Insight Discovery can help leaders understand their team members’ unique strengths and personality styles. By understanding these insights, you can tailor your leadership approach to support and stretch each person appropriately.
2. Recognise the power of influence
True leaders inspire others through their actions, not their authority. Your ability to listen, guide, and encourage builds trust and motivates people to excel.
- Actionable Insight: Make it a habit to ask team members what they need to perform their best. Show them you’re invested in their growth, not just their output.
3. Create an Environment for Growth
Performance leadership requires a balance between challenge and support. Stretching your team without overwhelming them is key to keeping them motivated and engaged.
- Practical Step: Implement regular check-ins to assess where your team stands on the “boredom, stretch, and panic” spectrum. This helps ensure they’re challenged but not overstressed.
4. Celebrate Collective Wins
Performance leadership isn’t about personal wins of your own; it’s about collective success that starts with your team. When your team achieves something, celebrate their contributions openly.
- Example: Highlight individual and team achievements during meetings or through public recognition. Let people know their efforts are valued.
Why performance leadership matters.
Performance leadership goes beyond individual success. It’s about creating a culture where everyone feels supported, valued, and motivated to give their best.
As I learned through my MBA journey, people don’t remember those who outperform them—they remember those who help them perform better.
If you’re ready to really transform your team’s potential, start by embracing performance leadership.
Build trust, use tools like Insight Discovery, and focus on helping your people succeed.
Because when your team feel recognised and stretched, your organisation will notice.
