Engaging High Performing Colleagues

Published: 4th April, 2021

Given the amount of energy, time and therefore money that is invested in recruiting the right people it’s a shock to find quickly a colleague first approach tails off. Everyone appears to have an appetite to make it work. Colleagues don’t want to be miserable at work nor to organisations want to be anything other than THE place to want to work. The reward is a return on the investment bringing the best talent into the organisation, retaining their interest and so their commitment to being successful and to reach for the stars a sustainable path of development to become the best version of themselves.

We started with “Foundations” onto the  “Journeyman” and now at the third and the final chapter of our story – “Mastery” we are addressing the risks of failing to look after high performing colleagues, the burnout and the neglect caused by shifting the focus on somewhere or someone else which is more likely to underperforming colleagues.

Time to tell your own story – BIG PICTURE® is your game changer. I was joined by Bill McAllister-Lovatt, a long time collaborator, Team Builder and Disruptor in his own right. We used a couple of props for the demonstration including the Google Jamboard for the ‘I’ part and a Digital Kit Board for the ‘we’ part. You can access both by either clicking on the link and registering for a demo to have the access to the Board.

Flipping it round to say “we” and “I” you get “Why?” and that could be the answer you are looking for to the question of managing and leading high performing individuals in a team environment for a sustainable performance within an organisation. Individuals need to understand “why” in order to find connections between themselves and the organisation. That is YourBigPic performance statement!

Mike had felt he was being punished for his performance. He had always tried to deliver high quality work but for that he was overlooked. He had mastered his tasks but he had started to feel the boredom. He was no longer learning and he could not see the future clearly. He was just expected to continue performing at his best day in day out.

Tunch Tole

The ‘webinar’ word doesn’t really describe what it is we do with our time in sessions. We love a conversation where everyone has the chance to contribute.

Participants are provided with the means to make connections thus drawing attention to the conversation that is going on around.

It’s how we roll!


We have a hypothesis that we’re able to decode the engagement of high-performing colleagues. Following our demonstration will provide you with Mike’s everywhere. That is someone achieving and surpassing all of his objectives and in doing so suprisingly has fallen off the radar of his boss.

Unpicking the definition of the term ‘high-performing’ in the context of the ‘me’, from a personal perspective, and the ‘we’ from an organisational perspective. The approach needs to be sufficiently fluid to allow for non-linear development for both perspectives that demands a collaborative approach.

Starting with the ‘me’ we base an approach on a story-telling structure which gets the colleague talking. We’ve seen this before but the approach here is more directive ‘because of that MY aim is ..’ recognising the ‘what’s in it for me’ perspective. We’re also recogising not everyone will reach these levels by reaching the top of the mountain but everyone is given that platform to do so. Whether they do or they don’t we add an organisational content with ‘.. because of that WE WILL ..’. By introducting the Symbols, particularly the Measure, we are able to identify the range of different types. Using this kind of suggestion is a way to direct a conversation in a natural yet focused way.

Back to Mike his manager realised where he had gone wrong and agreed to:

  • Clarify expectations and reset personal goals aligned with organisational objectives;
  • Support his growth with “stretch assignments”;
  • Give him an area of responsibility to champion within the organisation;
  • Consult with him when key changes are considered;
  • Set up a master series for Mike to lead the way for the less established colleagues;
  • Agreed to hold regular feedback sessions to check up on Mike’s progress.

The organisation has a robust and sustainable succession planning in place where:

  • The availability of capable individuals for senior positions is increased;
  • The risk of losing experienced, high performers is minimized;
  • An improved ROI on the external search and development of candidates.

Work with YourBigPic to Attract, Retain and Develop your high-performing colleagues.


Please do ask us to help you achieve this same impact in your organisation. We can deliver this activity for you and at the same time upskill your team to take over the delivery. You can weave this into your Strategy-related activities which means you’re paying once for resources and deploying them many times across your organisation.

Find out more about our approach for Engaging Performance led by our YourBigPic Performance Lead Tunchan Tole. You can have a go yourself by printing and writing on the resource within the brochure you can download. The stuff we care about is all over our YouTube channel @YourBigPic. I would love to take you through a taster of BIG PICTURE® in a Webinar you can sign-up for here.

Thanks for reading!