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  • Angela Hummel

Leading Average Performers

We all have average performers on our teams, but a unique leadership skill set is needed to maximize individual and team success. Average performance shows up in every organization, on every team, and for every leader. Average performers are often solid, consistent, and in their roles for a long period of time. Most leaders want and need these average employees on their team.


These average employees do not stand out like above average or super star employees, and thankfully they do not require a lot of extra support or attention like below average, checked out, or poor performers. Average employees do their jobs, do not necessarily go above and beyond, and often do not seek out promotions or aspire to supervisory roles.


While most average employees complete their jobs consistently, remaining average can become a mindset or way of being.

When average leads to stagnancy or going through the motions, challenges may arise. Average employees can become comfortable or set in their ways, often like predictability, and do not aspire to move up in the company. Leaders often struggle with goal setting for an employee who seems unmotivated or comfortable with their current duties. Growth, however, does not equate to raises, promotions, or supervisory responsibilities.


Growth is individual and aspiring to greatness, even within a current role, should be everyone’s mindset.

Leaders should create environments where all employees can thrive and inspire a growth mindset for all team members by doing the following:


· Role model continual learning. Just because you have a certain title, does not mean you stop learning and growing. Show others what it means to grow in your own leadership role.

· Educate everyone on what a growth mindset means for the team and organization. Share the downside of becoming stagnant and the benefits of excellence.

· Emphasize that growing with the company does not always mean being interested in or moving into supervisory roles.

· Give and receive feedback regularly and use what is learned as a source for goal setting and new challenges.

· Set clear expectations that all team members should aspire to greatness and strive for excellence. Everyone can learn something new, improve a process, or contribute to a solution.

· Learn how to and teach others to fail and try new things. Reward and recognize others for trying new ideas and to not fear failure. Growth and excellence do not mean perfection.



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