Just like you will have times that people aren’t reaching their performance standards, you will also happily have times when people are doing great. As a leader, we want people meeting and exceeding expectations, right? Since we want expectations to be met or exceeded, we must do what it takes to maintain the level of performance once it is happening.

Often leaders (and not just new ones) spend all their available time and focus on the performance problems. They commonly ignore high performance because it isn’t a problem. Yes, you want to bring subpar performance up. But often the leverage is in taking good performance to another level.

Here is some advice to make sure you are coaching high performance.

Keep Coaching Them

The highest performers in any endeavor have coaches. In many situations, they seek out and pay for those coaches themselves. Take the hint – are you coaching your high performers? Make time for them and focus on them and their needs. Ignoring them leaves them frustrated, likely unfulfilled, and quite possibly looking for a new job – and a new manager!

Reward and Recognize Them

I’m not talking about HR programs and gift cards here – though there is nothing wrong with that. I’m talking about making sure people know you appreciate what they are doing. Make sure they even know that what they are doing is excellent. This will not only reinforce the right behavior and results but improve the retention of high performing team members.

Expand the Expectations

Most everyone likes a challenge – especially those who are doing well. High performers who are meeting expectations may need a new challenge to keep them fresh and “on their game.” Help them develop a new higher standard, or expand their role in other ways. If you don’t feel you can do this within your organization, encourage someone who is excelling to be a mentor or coach to others. Or take on a new project. Perhaps even better? Let them define or identify that project.

Understand Their Goals

Understanding people’s goals and motivations puts you in a better position to coach them. With this insight, you can provide appropriate additional encouragement and help them to continue to grow.

Managing high performance is important because we want that high performance to remain – and continue to grow. If we don’t do some of these things for those who are succeeding at a high level, we might lose them.

Application Tip: Don’t focus only on gaps and problems - remember to coach high performance and performers, too.

Kevin Eikenberry is a recognized world expert on leadership development and learning and is the Chief Potential Officer of The Kevin Eikenberry Group. He has spent over 30 years helping organizations across North America, and leaders from around the world, on leadership, learning, teams and teamwork, communication and more.

Twice he has been named by Inc.com as one of the Top 100 Leadership and Management Experts in the World and 100 Great Leadership Speakers for Your Next Conference. The American Management Association named him a “Leaders to Watch” and he has been twice named as one of the World's Top 30 Leadership Professionals by Global Gurus. Top Sales World has named him a Top Sales & Marketing Influencer several times, and his blog has been named on many “best of” lists. LeadersHum has named him one of the 200 Biggest Voices in Leadership in 2023.

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