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Unlock Peak Performance and Breakthrough Growth

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As a leader, your starting point for raising team and individual performance is setting clear, specific goals. Focus on the priority skills and behaviors that matter, and back them up with ongoing feedback and regular practice. If you’re looking to step up your own performance, the same principles apply. There’s one point to keep front of mind:

"People who can take feedback well are people
who can learn and grow quickly."

Sheryl Sandberg 

Have You Heard Of
The Lake Wobegone Effect?

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The Lake Wobegon effect is the tendency for people to overestimate their own abilities and achievements compared to others, leading to a belief that they are "above average" in numerous ways. 

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Lake Wobegon is the setting for a from a story written by Garrison Kaillor featured by a radio program "News From Lake Wobegon". Described as a small rural town in central Minnesota sparsely populated, were settled only in the late 19th and early 20th centuries, largely by immigrants from Germany and Scandinavia. 

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The typical monologue began: "Well, it's been a quiet week in Lake Wobegon, Minnesota, my hometown, out there on the edge of the prairie.

 

The programs featured events and adventures of the townspeople with wealth of humorous and often touching stories.

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The monologue would close: "That's the news from Lake Wobegon, where all the women are strong, all the men are good-looking, and all the children are above average."

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The Lake Wobegon effect captures the tendency for people to overestimate their abilities—believing they are above average, much like the fictional town where “the men are big  and strong, the women beautiful, and bright.

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There's a tendency for a lot of people (particularly men) to think that they are more accomplished, more competent and better than they actually are - this is a massive obstacle to personal growth and performance.

 

By recognizing this bias, we can be much more objective and pragmatic, giving us a stronger real foundation for growth and improvement.

Deliver More, Become More

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Performance is directly linked to everything you want from your career: recognition, security, promotions, and higher earnings. Taking ownership of your career starts with owning your results. If you don't deliver, you'll miss out.

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Let’s be clear—minimum effort isn’t enough:

  • Lose out on pay rises

  • Miss top project opportunities

  • Get passed over for leadership

  • Stall your progress

  • Struggle to become a role model

 

What sets you apart isn’t just staying in the game—it’s delivering standout, visible results. Consistent growth and advancement come only when you regularly exceed expectations. Staying afloat isn’t a growth strategy.

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Lasting opportunity belongs to those who consistently deliver at the highest level.

Raising Performance

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Assessment Matters

Why Performance Counts

Performance shapes not only personal career trajectory but also team success and company outcomes. As a leader, it’s your responsibility to set clear expectations and ensure your team is measured fairly and consistently. For all individuals, understanding how performance is assessed gives transparency and control, so results aren’t left to chance.

 

Modern assessment comes in three main forms:

  • OKRs (Objectives & Key Results): Focus on transparent goals and measurable results; used across tech and growth sectors for quarterly reviews and alignment.

  • Continuous Performance Management (CPM): Regular check-ins and agile goal refinement, moving away from annual reviews for ongoing development and feedback.

  • Annual/Hybrid Reviews: Still common, but less progressive; combines yearly evaluations with occasional touchpoints.

 

For both leaders and team members: Recognize how you’re assessed and use that structure for objective self-evaluation, development, and recognition.

Elevate Your Performance

Action Steps for Leaders and Team Members

Here are practical steps for both leaders and team members to drive standout performance:

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  • Set Clear Benchmarks: Leaders: model standards by comparing to top performers; individuals: measure progress against these standards.

  • Identify and Close Skill Gaps: Leaders: foster feedback culture and support targeted development; team members: seek honest evaluation and pursue growth opportunities.

  • Proactively Seek Feedback: Leaders: ask for input on your own leadership, as well as giving constructive feedback; individuals: request regular feedback and respond with action, not defensiveness.

  • Leverage Mentoring: Both should encourage and participate in mentoring—mentors grow their capabilities, mentees accelerate progress; diversity of perspectives adds value at every career stage.

  • Adopt the A-Player Mindset: Leaders inspire drive, positivity, and decisive action; everyone should focus on small improvements that produce real change.

  • Cultivate Emotional Intelligence: Leaders: demonstrate self-awareness and empathy in guiding teams; team members: prioritize relationship-building and self-management for influence and progress.

 

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Key Insight: Advancement requires visible, sustained contributions that go beyond simply doing the job. Leaders set the tone; others bring it to life through consistent results.

Raising Your Performance

Assess, Map, Improve

Start by identifying gaps in your skills and performance. Use the concepts below to reflect individually, then—if it makes sense—talk them through with your boss, including ways to address the gaps.

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When mapping your performance, consider both areas where you can improve - even if you're rated highly- and those where you fall short. Focus on your most important assessment areas, as some matter more than others and may depend on each other. Can you pinpoint your most crucial gaps?

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Your performance in each assessment area often depends on how effectively you carry out the key steps of your role. Identify these steps in a logical order, then reflect on your strengths and weaknesses at each stage.

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Strong performance results from consistently delivering on both big-picture steps and the details that underpin them. Leaders can guide their teams to break down roles into logical stages, while everyone benefits from assessing and improving these underlying activities.

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For example:

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Sales (Prospecting):

  • Identify decision-makers at target organizations

  • Make first contact via calls, email, or social media

  • Qualify leads for need, budget, authority

  • Schedule meetings or product demos

  • Research prospects and target markets

 

Customer Service (Escalation):

  • Know when an issue must be escalated

  • Gather complete documentation

  • Communicate issues accurately with higher teams

  • Follow escalation protocols and timelines

  • Keep the customer informed on progress

 

Project Management (Implementation):

  • Coordinate tasks and assign responsibilities

  • Monitor progress against the plan

  • Manage resources effectively

  • Address issues or risks in real time

  • Communicate updates to stakeholders

 

Focusing on both the steps and their details is key. Leaders set the standard for process clarity; individuals drive quality execution, creating measurable gains for all.

 

 

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