Impact Players: What Sets Them Apart

Impact players are the real game-changers, the ones who bring outstanding value to the table. Leaders usually have a knack for spotting these high-impact employees, but often struggle to figure out what exactly makes them stand out from their equally talented colleagues. Insights from top company leaders shed light on what these influential players do differently, how even small differences in their thinking and actions can create a huge impact, and why this mindset is something anyone can achieve with a little guidance.

Researchers surveyed managers from nine top companies to understand three kinds of employees:

• High-impact contributors: These folks deliver exceptional work that makes a difference.
• Typical contributors: They consistently produce good work, put in the effort, and earn praise from their managers.
• Under-contributors: These are the ones who aren't performing up to their full potential.

Managers interviewed found key differences in high-impact contributors. These professionals go beyond just being capable and hardworking. They handle uncertainty and uncontrollable events well and view workplace challenges as opportunities rather than threats. The research pinpoints five practices commonly seen in high-impact players.

Practice one: Do the job that’s needed

When faced with tough problems, impact players step up by tackling the real needs of the organization, going beyond just their assigned tasks.

They're all about serving others. This means they put themselves in the shoes of the people they're helping, searching for what's missing and focusing on where they can make the biggest difference. To be like them:

• Understanding Goals and Culture: Get to know what your organization is all about and what drives its success. Learn what's important to the big picture.
• Finding the Double Win: Spot the things that matter most to the organization and your boss. Look for where these two align. Then, jump in where you can make a difference using your skills.
• Working with Purpose: When you're on a task, bring your A-game. Be passionate about getting things done well, even if it's not your favorite topic.

Many employees work hard, but some stand out by understanding the big picture and focusing on where they can make the most difference. However, certain habits can hold even the most dedicated workers back:

• Job Description Tunnel Vision: Instead of getting stuck on their job title, they should grasp the organization's main goals.
• Passion Pitfalls: While it's great to be passionate, it's crucial to align that passion with what the organization needs most.

Practice two: Step up and take the lead, then step back and support others

Sometimes, issues in a company aren't obvious, but they still mess things up and cost money. You might notice them when people occasionally complain, or when projects don't have clear owners, or when employees have to find workarounds to get stuff done.

The people causing these problems usually do their job okay but sometimes mess up. They might not take full responsibility, which can make things messy. This can slow down progress and waste time, even though everyone's working hard.

• Stepping Up in Teams: When you want more responsibility, don't wait for an invitation. Take the lead! Teams work best when someone steps in and guides them. Waiting around doesn't get things done.
• Equal Teams Need Direction: Working together is awesome, but it works better with a leader. If you're taking charge, let your team know your plan and why it matters. Share the power and give credit to everyone for what they do. It's about teamwork!

How to be a high-impact contributor:

• Take the lead: You don’t have to be in charge to take charge. For example, Ellie, a project manager at Target, noticed a big tech problem affecting all the stores. She brought everyone together, explained the issue, and fixed it fast.
• Get Others Involved: Break down big tasks and get people on board to help out.
• Share the Spotlight: Give credit to your team and support others when they lead projects.

Practice Three: Finish stronger

Projects always face obstacles. Some are expected, but others catch us off guard. Take COVID-19, for instance. It shook up organizations worldwide, forcing many to change course quickly. Impact players don't let hurdles stop them. Instead, they see them as chances to shine.

• Get the Job Done: Great leaders know that impact players finish what they start, even when things get tough. They tackle the most important tasks head-on, no matter what.
• Take Charge: High-impact employees take ownership of their projects from start to finish. They know when to ask for help and make sure they have everything they need to succeed.
• Be Prepared: Dr. Kevin Menes, a top ER doctor in Las Vegas, knew that a mass emergency could happen anytime. So, he got ready for it. Impact players do the same. They anticipate challenges and figure out solutions before they become problems.

Being an impactful player means taking responsibility and being accountable. Here are some things that hold back less-effective employees:

• Finishing Just to Finish: Sometimes, working on a project that's no longer important can be a waste of time. High-impact players know when it's time to move on from something that's not getting results.
• Crying Wolf: If you raise alarms about every little problem, people might stop taking you seriously. It's important to communicate problems, but it's just as important to come up with solutions. Otherwise, you lose your influence and trust.

Top players don't bail when things get tough. They stick it out till the end. Starting a new project? Expect bumps along the way. But don't sweat it—just stay tough and power through.

Practice four: Ask and adjust

Impact players stand out because they quickly adapt to new situations. Instead of fearing change like others, they see it as a chance to learn and improve. They don't just like getting praised; they actively seek out feedback, even if it's criticism. They use that feedback to get better at what they do. Be open to change and see it as a chance to grow.

Don't just want praise; seek out feedback, even if it's not all positive.

Use that feedback to improve and focus your efforts better.

• Seek and Accept Feedback: Being coachable means being open to feedback. Impact players don't seek validation; they ask for ways to improve and take criticism seriously. This helps them grow and excel in their work.
• Adapt and Improve: Let's take the example of a Salesforce employee who was proud of his tech designs but didn't handle feedback well. He used to get defensive when his peers gave suggestions. But as he learned to accept criticism positively, he became better at working with others and designing more effective products.
• Show Results: When impact players receive guidance, they don't just take it and move on. They show their mentors how they've used the feedback to achieve positive results. This closes the loop and proves the value of mentorship.

Impact players thrive in changing environments and value constructive feedback. On the flip side, typical contributors struggle in today’s fast-paced business world.

Here's how lower performers can improve:

• Accept change: Instead of sticking rigidly to what they know, less effective workers should be open to adapting to new priorities.
• Seek Guidance: Rather than always projecting confidence, asking for help is okay. Seeking guidance builds credibility and shows initiative and a willingness to learn.

Practice Five: Make Work Light

When a team faces intense pressure and constant demands, certain players stand out by making hard work feel easier. They achieve this by being easy to work with and steering clear of drama and office politics. Their approach reduces stress in the workplace and promotes a positive and productive atmosphere. This, in turn, promotes teamwork and inclusivity, earning them a reputation as valuable team members who deliver results without causing unnecessary hassle.

• Be Independent: High-impact workers need little supervision. They handle tasks on their own and come ready for meetings, always willing to pitch in.
• Support Your Team: Top performers lighten the load for busy managers. They find ways to make work easier and keep a positive atmosphere to help everyone do their best.

When things get tough and work piles up, most people tend to ask for help instead of offering it. But by doing this, they end up making the already heavy workload even harder for their teammates. Impact players, on the other hand, make tough situations feel easier to handle.

Keys to High Performance

Two key skills set high performers apart from typical contributors, making it easier to adopt impact-player behaviors. Impact players excel at adjusting their:

• Perspective: Great employees see things from different angles, not just their own. While average workers act based on their view, high performers step back and look at things from other points of view to understand better before acting.
• Lens: Instead of seeing problems as threats, top performers see them as opportunities. They know how to turn tough situations into chances to shine and make a positive impact.

When you're hiring for your team, aim for people who aren't just skilled and motivated, but also eager to learn and take direction. Look for folks who can handle uncertainty without needing constant guidance and who take feedback well. You can figure out if someone fits the bill by asking how they handled a tough situation in the past and if they saw it as a chance to shine. Similarly, you can ask them to talk about a project from the customer's point of view to see if they understand the bigger picture.

When you take over a team, focus on developing talent from within. Follow these habits to guide your employees:

• Aim for the WIN.
• Adapt what leadership means for an agile world.
• Encourage employees to complete one project before starting another.
• Give feedback on the work, not the person.
• Communicate what helps you do your job better.

Build a High-Impact Team

To encourage top-notch performance, highlight specific actions and promote teamwork. Recognize the valuable contributions of each team member. By doing this, you'll cultivate a team of high-impact players and a culture of collaboration and initiative. This leads to confident employees who thrive in today's fast-paced environment.