I’ve had 11 jobs in my career, not counting summer jobs.
I’ve been: a high school teacher; a computer operator; a sales person for a computer finance company; a branch manager for the same computer finance company; an auctioneer of used computer equipment; a salesperson for disaster recovery services; an entrepreneur running a one-man training company; an account manager for a recruiting firm; an account manager for two other recruiting firms; and running Brightlights for the last 11 years.
Some would say this is a lot and others, who live in the new Gig Economy, would say ‘big deal’.
I mention this because out of those 11 jobs, in only three would I have been humbly considered a ‘star’. I wasn’t a different person in any of them, but for a number of reasons (the people around me or my clients or how my value proposition resonated with me ) there was a completely different outcome in how I performed and how I have been perceived by my bosses or my peers.
For some, I was considered a super high achiever (hi-po) and others just a good employee and a hard working fellow. And this is where the conundrum of trying to uncover the next potential high achiever comes in.
It’s that combination of capability and fit that makes for the magical mix, and here are some of the things we might look for that stick in my mind.
It’s been proven over and over again that high achievers when they leave their organisations often never reach their same level of success. That’s why it’s a combination of Potential + Fit + Purpose = success.