Our HR Director, Candice, recently talked to our organizations Human Resources staff about how they can help change the firm. She talked about being a Game Changer… here is what she had to say!
My manager Dan and I read through “Unstoppable” by Dave Anderson. Dave Anderson talks about developing an unstoppable mindset.
To keep you in suspense about the book, we are just going to covering the 4 types of people in every organization. This is to help you evaluate yourself and make the changes in 2018, to elevate yourself and your team, business partner, friends, relatives and significant other.
- Undertakers- bring a negative value to your organization. The longer people perform at this level, the more damage they do to their own self-esteem, future, the culture, team morale and results overall.
- Caretakers- are base liners. They do what is required of them and nothing more. They stick to the status quo and do their job descriptions. They do not initiate, bring new ideas, offer solutions and are undependable. Caretakers have skill, talent and knowledge that would allow them to perform at a much higher level- they just choose not too.
- Playmakers- normally have more energy and drive than caretakers. They may even have more talent. The primary difference from caretakers and playmakers is how their mindset enables them to apply their talent. Play makers do great things but are not consistent enough to elevate their performance to a game changer status. They let the “pat on the back” for a small victory overshadow the big goal.
- Game Changers- unstoppable. They are relentless, which is defined as being “oppressively constant: incessant…unyielding” (Google, 2017). These are the team members who consistently bring effort, energy, attitude, excellence and passion to the job.
So think about the 4 performance groups? Where are you?
Playmakers celebrate every win. When that happens, they lose focus on the long-term goal and get out of their zone. The game changer, on the other hand, puts a check mark beside the accomplishment and looks for ways to keep moving his or her team forward to maximize results. Playmakers talk about “I” or “me” game changers talk about “us” and “we”.
Three Key Differentiators:
- The playmaker has a greater need for external motivation than the game changer. A playmaker needs external forces to stay motivated and craves personal glory, excessive affirmation and credit. When they don’t get this, the person tends to pout and let up. With game changers, recognition in nice but not necessary. They have high expectations and are their own harshest critics. They are intrinsically motivated. For the game changer, the pat on the back is great but in their minds, they say “I’d have done it anyway because that is how I’m wired.”
- The playmaker is more “me” centered and selfish than the game changer, who is generally humbler and has a stronger team concept. When a team member is struggling, the playmaker isn’t overly concerned because in a sense, it makes the playmaker look better. A game changer, on the other hand, competes more against him- or herself than with others and is more concerned for the elevation of all team members to a higher level.
- The playmaker strives for the extraordinary. The game changer focused on doing the ordinary extraordinarily well. Again, the playmaker loves the spotlight, he or she strives toward the spectacular. Not that doing so is a bad thing, but is it the best thing? The game changer believes that by becoming brilliant in the basics, and mastering the ordinary things that most people shortcut, he or she will become extraordinary in the process.
So where do you stand?
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