5 Attributes of a Successful Performance Advisor

Despite the light-hearted approach to last week's blog, 5 Foolproof Ways to Fail as a Performance Advisor, I believe the point was still clear—being a good performance advisor actually is hard work. But, it's without a doubt one of my most rewarding and fulfilling responsibilities. Creating a rising tide is something that has always been incredibly important to me and being a performance advisor gives me a fantastic opportunity to do that. I think Seth Godin sums it up in a recent blog by saying, "We get what we invest in. The time we spend comes back, with interest."  

I'll be the first to admit that I certainly don't have it all figured out, but I've been blessed with great mentors, coaches, and incredible leaders over the years. I've done my best to be a sponge, watching and learning from each of them. Outlined below are five attributes that I've picked up along the way that I believe are critically important to success.

1. Genuinely care about others and embrace being vulnerable. 
   This is foundational—a non-negotiable—in my mind. Vulnerability is not weakness. It communicates that you care, opens your heart, and allows others to see the real you. Vulnerability breaks down walls because it exposes our intentions and demonstrates investment in the relationship in a way that not much else can. You can't fake this, and attempting to do so will destroy trust and credibility.
   
   
2. Empower team members and help them find success (as they define it).
   Success doesn’t look the same for all team members. As performance advisors, we have the privilege of helping team members take control of their path, develop their voice and reach their full potential. Performance advisors should be focused on helping identify and remove barriers, helping team members find clarity and direction, and helping them align their goals with the bigger picture. 
   
   When team member performance isn't meeting expectations, talk about potential causes and what can be done in a timely manner. Yes, the team member is ultimately responsible for meeting expectations but it’s on you to ensure expectations have been communicated clearly, barriers to progress have been removed, and coaching is provided around navigating unexpected problems or issues.  
   
   
3. Practice emotional intelligence.
   Not only is recognizing individual strengths and needs important—being able to appropriately confront and lead team members is a critical as well. Focus on having an attitude of acceptance and non-judgment. This doesn’t mean you must agree with every team member’s perspective or opinion—it means accepting who they are, what they think and how they feel at face value. 
   
   Be mindful of team member’s emotions when speaking with them or they are responding to you. Take the time to learn their feedback preferences and then be intentional about honoring those preferences.   
   
   Be generous with praise and appreciation, but be willing to confront issues directly and honestly in a timely manner. Approach conversations around difficult feedback with your palms open and be mindful of the team member’s emotions.  
   
   
4. Expect excellence.
   Team members want to be successful and to be part of a winning team, but many times, they don’t know how or simply need motivation and encouragement to get there. To effectively motivate team members, you must see the potential in them and truly believe they will be successful.  
   
   Setting clear, realistic expectations with team members will also have a huge impact on results—it’s also just the right thing to do. Hold team members accountable when you see negative attitudes, worries, or complaints by discussing the impact and what can be done to improve. And, when opportunities present themselves, be an advocate and be willing to go to bat for team members—especially in difficult situations.
   
   
5. Be intentional.
   Passion often leads to a desire to do more, but too much of a good thing sometimes isn’t so good. Paraphrasing the wise words of Bilbo Baggin's, we can quickly become stretched thin “like butter scraped over too much bread.”
   
   Spreading yourself thin will deplete energy and make it less likely to have the impact you're capable of. Be intentional about giving your attention to the things that truly matter—the things that move the needle for team members. They are counting on you. We're all counting on you.

Being a performance advisor is one of the most important responsibilities you have. In evaluating your current team member relationships, consider stepping back with these five attributes in mind and evaluating areas that you could engage on a deeper level or make a relationship effective.  

Make the time and put in the effort—you get what you put in and we're all counting on you. In the words of Kid President, “If you want to be a world changer for people everywhere—be a day maker to the people right next to you.”