January 28, 2014
In every organization, there are a select few who outperform all others. Top performers, stars, rainmakers: Whatever you call them, these people are not only great at their jobs, they have a strong sense of purpose. They are passionate and motivated, and they have a deep commitment to their work. They are admired throughout the organization not only for what they accomplish, but for who they are. These players are vital players within transforming an organization.
What if everyone in an organization could be a star performer and contribute to a leadership-rich environment? In the forthcoming book “The Star Factor,” we show how everyone can.The book delivers a unique system for identifying what makes star performers different, and it shows how to inspire and guide others to think and act like the stars.
Here is our four-step process:
1. Set the bar. Identify your star performers and discover what makes them so good. Create a comprehensive image of success that includes the beliefs and values of your star performers, as well as their operational excellence.
2. Motivate change. Inspire others to adopt the image of success. When others are encouraged to actively engage with the star performers and visualize themselves as top performers, they come to feel honored by the opportunity to learn and grow.
3. Sustain change. Use the learning experiences of the star performers to create learning tasks that develop mastery. For change to be effective over the long haul, it must include small, practical learning experiences over an extended period of time to implement transforming an organization.
4. Reflect. Learners must take time to think about what was learned from doing the tasks. Motivation to change is further sustained when learners keep a journal and write about their new purpose, and when they reflect together in group discussions.
With step-by-step instructions and real-world examples, “The Star Factor” readers will walk away with the tools needed to create a culture where everyone makes a significant leadership contribution to the organization, no matter where they are on the organizational chart.
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