Great leaders, managers, and performers are all key assets to any successful organization. Where do you fall in this category?

 

A great leader: This person has the ability to improve the performance of those around them.  They are very positive; optimism over reality. These individuals truly believe that they can make a difference by helping others see the bright side. People, by nature, trail a great leader. Leaders are energetic, they take full responsibility of their actions, and they usually work great under pressure. They are risks takers; they are comfortable working outside their area of expertise.

 

A great Manager:  This person capitalizes on the strengths of each person he/she manages.  They take the time to identify and exploit each employee’s key strengths, i.e., who is technical, who is resourceful, who is personable, etc.  A great manager is fair and respectful; they lead by example. Their workers respect them because they are not afraid to roll up their sleeves and help the team get the job done. People will work harder for their manger (a great manager) then they will for anyone else.

 

Moving right along; next we have a Top Performer. A top performer, by definition, performs higher than an average performer and, at times, gets compensated higher than the average performer, as well. This person is fully aware of his/her key strengths and how to use them to the best of their ability; i.e. they instinctively work in their area of strength or natural ability. They usually have a high level of emotional intelligence.  As a recruiter, my job is to engage top talent. In doing so, I have discovered that top performers enjoy a challenge and they usually take longer to make a decision. As the recruiter, you have to get inside their head and discover their key motivators and hope your organization can provide what they are looking for to take their career to the next level.