Good or Great? Which One Are You?

Some people simply operate at a different level.

You know who I'm talking about - there may be people like that working with you, in your team. They seem to be less bothered by things, they seem to have great confidence in everything they approach, they have no problem speaking up in an effective manner - and they seem to get great results and great opportunities.

While others work their butts off, put in long hours and really exemplify the quintessential image of the solid, good employee. And despite all of this they seem to have a much more difficult time making progress.

Why the Difference?

I've come to refer to these 2 groups as Exceptional Performers vs Good Performers and when I did so, I realized that most people consider these terms only from an output, or results, perspective.

There has to be more than this and I did some digging. And what I found was really interesting.

The difference came down to 2 key things:

1. HOW they worked and how they thus got their results, and
2. WHERE they got their motivation and validation from

Let me explain.

Good Performers

Good workers are reliable and play a key role in the operations of any company. These are the guys that allow a company to remain consistent.

But, their motivation hinges on external factors: recognition from their peers and leaders, a sense of belonging, of contributing to something bigger than themselves, of visible appreciation.

The Consequences

So when these are absent, either because of incompetent or uncaring leaders, their perception of the workplace sours, potentially seeing it as hostile or unsupportive.

This reliance on external validation for their sense of professional worth can make them feel victimized when not receiving constant feedback or when not actively made part of inner circles.

While their contribution is valuable and the company depends on it, this external dependency limits their growth and satisfaction.

It is the employee that suffers

And ultimately, it is not the company that pays the price, it is the individual themselves. Despite their loyalty, their commitment and their effort; depending on external recognition and validation will always lead to disappointment. And complaining about the lack thereof yields little results.

It is similar to a bicycle rider riding in the middle of a busy road. He/she may have the right to ride there, but you can argue about that right all the way to hospital right after a car drove over you.

The smart move is to not be in such a dangerous position in the first place, and this is where the Exceptional performers come in.

Exceptional Workers: The Internal Drive

Exceptional workers operate differently.

And the big reason? Their primary motivation comes from within, driven by personal goals and a desire for self-improvement.

Their motivation is rooted in achieving personal and professional growth, seeing their current role as a step towards larger aspirations. They understand their value and skills without needing others to affirm it. And when others are disparaging about it, they try and learn form it to improve, rather than get defensive about it.

This internal drive gives them stability and resilience, regardless of external acknowledgment. They stay focused on their goals, making them less affected by the fluctuating dynamics of workplace recognition.

The Essence of Finding Purpose

The core difference I found between good and exceptional performers lie in where they find their motivation and purpose.

Thing is, relying on external validation for professional fulfillment is inherently unstable. At some point, somewhere, you are going to be disappointed by it.

True satisfaction and meaning in one’s career come from an internal focus. Having strong personal goals or ambitions, being secure about one's abilities (both what you have and what you still need to learn).

Your boss didn't thank you for that key piece of work you did? So what? Sure - it's nice, but it's neither needed nor required.

So, how do I get from Good to Great?

There are 5 Key skills or habits that we associate with Exceptional performers and they all stem from this basis that they have a strong goal or purpose that they are working towards.

They do this in a way that benefit both them and the company they work with at the time - and to understand these 5 elements we put them together in a video that can be found in the link below.

What You MUST do to Build an Exceptional Career

If you want to move from being a really good performer, to building an exceptional career, then this is for you.

Thank you for reading and keen to understand your views on this topic.

Warmest Regards

Johan