You discover a top performer struggling in their role. How can you help them reach their potential?

As a manager, coach, colleague or mentor it is important to look at top performers minutely and identify signs of anomalies early. Once you have indications engage in a fact finding discovery session using dialogue as the first step with the individual. Once the reasons and needs are identified, support with the required interventions.

Helping a top performer who is struggling in their role involves understanding the root causes of their struggles and providing targeted support. Here’s a structured approach: 1) Open Communication 2) Identify Challenges 3) Provide Constructive Feedback 4) Set Clear Expectations 5) Offer Support and Resources 6) Encourage Goal Setting 7) Monitor Progress and Adjust By taking a proactive and supportive approach, you can help a top performer overcome their challenges, regain confidence, and reach their full potential within their role.

Top performers are often their worst enemies. They aim for perfection and perfection is a myth. For me the first and most important sign that a high performer is struggling is that deadlines are missed. Also watch out for body language and changing in eating habits eg chocolate and lots of coffee ….

To support a high performer struggling with their role, you need to identify the issues, proffer solution and provide support. The support system provided should be based on the issue identified and the solution you are proffering.

Dicas: Fornecer Feedback Regular e Específico: Ofere?a feedback construtivo e frequente que destaque os pontos fortes e áreas de aprimoramento. Seja específico e acione exemplos concretos para auxiliar no desenvolvimento individual. Criar Oportunidades de Crescimento e Desenvolvimento: Incentive o aprendizado contínuo e o desenvolvimento profissional. Ofere?a oportunidades de treinamento, mentoria e participa??o em conferências e workshops relevantes. Reconhecer e Recompensar Realiza??es: Celebre conquistas individuais e de equipe. Implemente programas de reconhecimento e recompensas que valorizem o desempenho excepcional e a contribui??o consistente.

It is important to have a discussion on the root cause of challenges the employee might be facing and offering the right support (Training, coaching etc.) and relevant tools to set them up for success. Sometimes the challenges might not be work related, is it still crucial to offer the support and collaboratively work together towards an effective solution.

It’s a very often found after a cycle in organization, first we need to come out the common thinking pattern and analyze the situation from as much as possible prospective, you can also opt Job Characteristics Model to this analysis by which you can found which parameters might be a potential cause for dip in performance, some times new policies, diversity in culture might affect performance, transparency in communication found helpful in many situations.

Understanding your teams' aspirations and assign to them projects/tasks in line those to ensure development critical areas. Understand their natural strengths and leverage on those. Where there are performance gaps, have open conversations and partner the team members in such a way that they can leverage on each other's strengths.

discovering a top performer struggling in their role can be a challenging situation, but with the right approach and support, you can help them reach their full potential. By addressing the root cause of their struggles, providing the necessary resources and support, creating a positive work environment, and offering ongoing feedback and guidance, you can empower the employee to overcome their challenges and excel in their role. Ultimately, investing in the growth and development of your employees is key to building a strong and successful team.

To support a top performer struggling in their role, initiate a "Strengths Reintegration Program." This involves temporarily assigning them to projects that capitalize solely on their core strengths to rebuild confidence and competence. Simultaneously, introduce a "Shadow Swap" initiative where they shadow peers in different roles, gaining fresh perspectives and innovative problem-solving approaches. Lastly, create a "Personal Growth Sabbatical," offering short, focused time off for professional development or personal renewal, helping them return rejuvenated and with a clearer focus.