Imagine this scenario. A star employee is hired. They walk in the door the first day with a stellar resume that boasts a wealth of professional experience. Their references gushed about their professionalism and capability to perform. The entire office is buzzing about the potential the new employee will bring to the company and the success that is bound to come with his arrival. Then, unexpectedly, the superstar disappoints and the only thing he succeeds at is underwhelming the entire office.
Unfortunately a similar situation played out in the 2006 Winter Olympics in Torino. American superstar Bode Miller was expected to take gold. Miller arrived at the games with a poor attitude and high expectations to fill. He was rude and often crass. Fans were disappointed to see their American hero leave the games empty-handed.
Miller shocked all when he won the gold for Alpine Skiing at the 2010 Winter Olympics on Sunday. Until this win he was the only Olympic skier to have won four alpine medals without a gold. He has been polite, well-mannered and supportive throughout his time in Vancouver. What happened to ignite such a change? How did this underperforming individual make a complete turnaround to win the gold?
When asked about his 2006 experience, Miller said “I had almost no ownership over my results or my situation at that time because too many people had said, ‘Oh, he’s going to win these medals and this is the way he skis and this is who he is and how he acts,’ and when everyone says that about you for that long, you don’t feel like you have ownership over your actions anymore.”
The same feelings can easily translate into the office. Managers need to be aware of their employees behavioral and personality traits that directly affect their jobs. Superstar employees are often met with unrealistic expectations, but assessments can identify a superstar’s true strengths and where those strengths fit best in the company. Assessments also provide information that is crucial for relationship building. If managers are aware of their employee’s behaviors, they can cater their communication styles to those needs.
Bode Miller has come back full force, and continues to spread a positive outlook wherever he goes. With the help of assessments and coaching, underperforming employees can become superstar performers.
