I am a huge fan of Seth Godin. If you haven’t subscribed to his newsletter…I highly recommend it.

A recent post by Mr. Godin talks about how people live on a continuum of EXCEEDING or MAINTAINING.

I love this chart from Mr. Godin.

It perfectly illustrates why the leaders I coach are challenged with how to work with a team that has contrasting views towards work. And learning…

Some team members are perpetually driven, always striving to outperform their previous bests and push the boundaries of what's possible. They seem to have an insatiable appetite for growth and achievement.

On the other hand, there are employees content maintaining a steady, reliable level of output, preferring to focus on consistency over constant improvement.

Unfortunately, I also know from working with my clients, that there are employees who seem to think that doing the bare minimum is ok. These employees can create massive frustration for team members who want to be a positive team contributor.

Reconciling these contrasting mindsets is no easy feat. The high-performers can sometimes come across as overly competitive, making their more moderate-paced colleagues feel inadequate. Conversely, the steady performers may be perceived as lacking ambition or drive, which can breed resentment from the go-getters.

At Think Good Coaching and Consulting, we believe that the old adage…”what got you here won’t get you there” is key to building learning organizations that don’t just want to survive but are committed to thriving.

Another layer of complexity arises from differing attitudes towards work-life balance and sustainability.

Some individuals thrive on the adrenaline of long hours and intense bursts of activity, seemingly able to maintain that pace indefinitely.

I've also observed team members who are more attuned to the importance of rest, recovery, and preserving their well-being in the long run. They may be equally skilled, but place a higher priority on maintaining a healthy work-life integration.

Balancing these varying approaches is crucial. Leaders have to model the way on this one. As a leader, you don't want to inadvertently reward burnout or discourage self-care. At the same time, leaders need to ensure that the team as a whole is meeting its objectives and deadlines.

It's a delicate dance of fostering a culture of high performance while also promoting sustainable practices.It requires a nuanced understanding of individual motivations, strengths, and needs.

As a leadership mindset coach, I support my clients in developing new approaches to building high-performing cultures with lots of opportunities for growth while advocating that their teams practice impeccable self-care.

By navigating these complexities with empathy and wisdom, we can unlock the full potential of our team and achieve remarkable outcomes together.

Learn more about how I can supercharge your team, contact me at Deb@thinkgoodcompany.com