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5 B.S. Facts About High Performers Everyone Thinks Is True

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High performers are often seen in the world as people who set their mind on something and make it happen regardless of what it takes to get it accomplished. Much of the time that may be true. However, the way high performers are seen in the world is often in direct conflict with the way they behave when people aren’t watching. Even though they are seen as amazing experts and masters to others, they often see themselves as in need of improvement and can feel dissatisfied with the results they have achieved.

Despite how they appear, they are not much different than you or me with one exception. High performers are totally committed to what it is that they are doing. They function within the uncertainty of daily life just as you do but they conquer their limitations differently. Whether the odds are stacked with them or against them, a high performer will be totally committed to reaching their goals.

You may even be a high performer yourself and don’t realize it because some of your habits would not be considered high level ones. It is common for individuals to compare their accomplishments to others based on what we observe as their results.

“Everyone can rise above their circumstances and achieve success if they are dedicated to and passionate about what they do.” – Nelson Mandela

In fact, you may have lowered your personal bar of excellence because you thought you didn’t measure up to those that always seem to land at the top no matter what. I think you’d be surprised to learn that many very successful high performers don’t function the way you think they do.

Here are 5 B.S. facts about high performers that everyone thinks is true:

B.S. Fact #1 – Perfection is the way they play their game

You would think that in order to appear perfect you would probably need to do everything perfectly. It’s so not true! High performers actually pursue excellence as a goal and not perfection. It allows them to get more done with a higher level of consistency and sets them up for success rather than failure.

B.S. Fact #2 – Organization is their secret weapon

Just take a look at the desk of a genius. You probably wouldn’t be able to see the surface beneath the stacks of books, papers and whatever else may be on top of it. High performers typically have a formula as to where they put things and why. To the observer, it’s usually just a big mess with no identifiable system. However, I assure you, a high performer will still know where everything is regardless of the chaos that surrounds their personal space and schedule.

B.S. Fact #3 – They’ve all walked Ivy League hallways

Though it is true that many well educated people reach great success, statistically, some of the most influential success stories are about people who lacked resources and education. High performers will always seek out whatever or whoever is available so that they can learn what they need to and create their vision despite whatever odds happen to be stacked against them.

B.S. Fact #4 – They don’t have squirrel brain

Focus. It seems like this would be the number one rule to follow on the road to results.  However, there are many high performers who get distracted by people and ideas that totally derail them from what they were doing. Often times, it is not their focus but their agenda that keeps them on track. They know what they need to do even if it doesn’t always get accomplished in the way they thought they would get it done. However, it always gets done.

“High achievers spot rich opportunities swiftly, make big decisions quickly and move into action immediately. Follow these principles and you can make your dreams come true.” – Robert H. Schuller

B.S. Fact #5 – They see themselves as the king of the jungle

Confidence seems to pour out of those who always seem to succeed. When, in reality, so many high performers struggle with it. Questioning whether or not they’re doing the right things or whether what they’re doing is good enough can be a constant personal dialogue. Fear of being negatively judged is the biggest reason why most people don’t take chances or take action on their big dreams but high performers move forward anyway. Their insecurity doesn’t stop them from what they want.

So, why should it matter to you what is fact or fiction about high performers? The answer; because you will compare yourself to others at times and it would be a tragedy if you stopped yourself from achieving big goals due to a belief that you’re not as good as someone else.

High performers achieve results. They know what they want, they plan it and they achieve it. Just because you have a few habits that won’t get applauded if people actually knew about them doesn’t mean that you can’t be one of the experts or podium finishers too.

Sarah Gleeson is known as the B.S. Buster. As a High Performance Consultant and Certified Clinical Hypnotherapist, she helps companies and individuals change their game and up-level their personal potential and performance by creating new ways to train their brain for bigger thinking, taking action and achieving better results. For more free resources visit: www.sarahgleesoninternational.com.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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