Success Advice
5 Beliefs That Make High Performance Individuals Achieve More Than the Rest

Many people believe that high performance people such as Michael Jordan, Elon Musk and Michael Phelps are just blessed with superior genetics. But that simply is not true. The fact is, these individuals have beliefs that they picked up somewhere in their lives that made them the high performance individuals that they are.
A high performer has the ability to achieve much more success and growth than an “ordinary” person. They are individuals who tend to become celebrities and authorities in their respective fields. But these great achievements are not only due to their actions but also due to the beliefs they have that most people do not.
The good news is, these beliefs can be adopted by anyone including you, to help you become a high performance individual regardless of your past performances in your life so far.
Below are 5 beliefs that make high performance individuals achieve more than anyone else:
1. They Love Themselves More Than Anyone
Self love and high self-esteem is a requirement for high performance. If you don’t love yourself enough that you believe in yourself to succeed and believe you deserve to succeed, then you won’t achieve it. If you view yourself as less than others then you’ll find a way to make that a reality.
Low self-esteem makes people afraid of failure which results in them not taking any worthy action. On the other hand, people with high self esteem believe they are worthy of greatness and therefore are not afraid to take the risks associated with it. A high performance person loves themselves more than anyone else loves them. If you don’t believe in yourself first, no one will.
2. They Are Fueled with “Fear”
People who appear fearless simply just accept the pressure and use it as their fuel to perform at their best. Have you ever prepared for a presentation only to feel an intense feeling of anxiety before you go out to present the real thing? Apart from hours of practice under pressure, high performers welcome that fear; they enjoy it. They are almost like adrenaline junkies who use it as their energy.
“The difference between a failure and a high performance individual is how each deals with fear. We are all afraid. A high performance person uses his fear to galvanize his actions.” – Dan Peña
3. They’re Willing to Pay
High performers have the same needs and desires as everyone else. They enjoy a fun time just like the next person but they know they have to make sacrifices to achieve success. The sacrifices you need to make depend on the level of success you want to achieve and the field you’re in. If you’re after the billionaire lifestyle then look at the work ethic and sacrifices a billionaire such as Elon Musk has to make compared to someone earning 6-7 figures on their laptop.
High performers don’t mind working hard now so they can live an easy life that ordinary people can only dream of simply because they didn’t pay the price. High performers are ready to pay the price with sweat, blood and tears.
4. They Don’t Hang
You don’t see high performance people hanging out with their friends every Friday. They don’t meet up every week to go for drinks or go to watch the game. No, that’s what ordinary people do that high achievers do not do.
High performance individuals know that they become the average of the people they surround themselves with. They know that surrounding themselves with people with poor and negative mindsets can negatively impact their performance.
If you’re not already a high performer then you must seek a new circle of friends if you want to see a change in your life. As the saying goes, “show me your friends and I’ll show you your future.”
5. They Are Laser Beam Focused
They are focused on the few not the many. Most people with an entrepreneurial spirit tend to chase every “opportunity” that comes their way. Although these may be great opportunities or methods that get you closer to your goals, trying to do them all at once gets you nowhere. The first time Bill Gates and Warren Buffett met at a dinner party, they were asked what they attributed most of their success to. Both of them summed it up in one word: focus.
“The successful warrior is the average man with laser-like focus.” – Bruce Lee
Although there are many more beliefs a high performance individual have, these are the 5 beliefs that most ordinary people lack that high performers have. The key is to remove any negative beliefs you’ve had and replace them with high performance beliefs in order to develop a powerful mindset. Remember, that half of the game is mental.
So learn to love yourself, fuel your actions with “fear”, be ready to pay the price, surround yourself with the right people and stay focused on achieving your success. Are you hungry for success? If so, how much do you want to achieve in your lifetime? Let us know know below!
Image courtesy of Twenty20.com
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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
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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
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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.
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
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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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