The Five Secrets of High Performers
The Hidden Playbook of Top Performers
"I want you to pay close attention. I’m going to say something that most people completely miss, but I trust that you’ll get it. When you started your career, you might have believed that success was about following the rules—working hard, checking off boxes, and waiting for that next promotion. But here's the truth: the highest performers, the ones who fast-track their careers, aren’t playing that game. They have a playbook hidden in plain sight, and once you tap into it, you unlock the real path to success. What I’m about to share is how they do it. Are you ready?"
I’m Todd White, and as an executive coach, I’ve spent years studying top performers and helping people just like you understand how to take control of their careers. Stick with me to the end, and I’ll reveal the one thing top executives are truly looking for in their people—the real secret sauce to identifying future leaders.
Top Performers Focus on Signal, Not Noise
Most of us have been conditioned to believe that our careers are built around performance reviews. But top performers know that reviews are, at best, a sideshow. Sure, they’re part of the formal system—but they’re not what moves the needle.
Performance reviews are backward-looking. They “review” what happened, not what’s coming next. They reward meeting expectations, not exceeding them.
High potentials play ahead of the system. They don't wait to be told where they stand—they’re constantly positioning themselves for growth through the relationships they build, the influence they exert, and the opportunities they create for themselves.
The Five Secrets of Top Performers
Here’s what sets high performers apart.
They understand how to leverage:
HR Processes and Business Lingo
High performers know how to speak the language of business. It’s not just about meeting KPIs or hitting performance targets—it’s about framing your value in terms of what leadership wants to hear: revenue growth, strategic alignment, and market competitiveness.
They understand HR processes but never let themselves be defined by them.
They think two steps ahead, always positioning for future opportunities.
The Key Influencers in Their Success
Top performers don’t rely on their direct boss or performance metrics alone.
They cultivate relationships with four to five key people who can influence their career trajectory—mentors, decision-makers, and stakeholders across departments.
They understand that who you know is just as important as what you know.
Strategic Communication and Perception Management
It’s not just about doing great work; it’s about ensuring the right people know you’re doing great work.
Top performers are masters at managing up—communicating their value clearly and strategically, ensuring their contributions are visible to the people who matter most.
This isn’t about self-promotion—it’s about aligning their personal brand with the organization’s goals and shaping how they’re viewed at the leadership level.
The Importance of Coaching and Self-Awareness
Many people think of coaching as remedial—a way to fix problems. But top performers know that coaching is their shortcut to clarity, perspective, and strategic thinking.
They invest in themselves, giving them a massive edge.
Coaching sharpens their self-awareness, helping them understand their strengths, gaps, and how to position themselves for the next big move. High-impact players crave this kind of advantage.
Aligning Their Success with the Success of Others
One of the most powerful moves top performers make is hitching their wagon to others’ success.
They know that career growth is a team sport—so they align themselves with the people, projects, and initiatives that are poised for success.
They make sure their impact is seen as part of a larger win for the organization.
How This Played Out in Real Life
One of my coachees, let’s call her Sharon, was a high-potential leader struggling to break through. She was doing all the right things on paper—hitting her targets, leading a team, and following the process. But her career wasn’t moving. She wasn’t getting noticed by the right people.
We worked on mapping out who held the keys to her next opportunity—it wasn’t just her immediate boss. We identified key influencers who could advocate for her when she wasn’t in the room. From there, we crafted a plan to ensure those people saw her value. It wasn’t just about her performance—it was about positioning herself with the decision-makers.
Within six months, Sharon was being discussed in leadership meetings, and when a new role opened up, she was tapped for it—not because of her performance review, but because the right people were paying attention.
Two Career Bank Accounts
You’re managing two critical bank accounts throughout your career:
Performance and Relationships.
Performance to Plan – This is what performance reviews capture.
It’s the measurable part: hitting targets, achieving results, and delivering on your job description.
But here’s the truth—it’s also the minimum requirement. If you’re not hitting those targets, the conversation ends there. And if you are? Great. But that’s still not enough to propel your career forward.
Relationships – This is the hidden bank account—the one most people overlook.
It’s about who knows you, how you collaborate, and whether you’ve built the trust and influence needed to move beyond your role.
The more you invest here, the more opportunities open up for you.
Relationships are the currency of growth, not performance reviews.
What Executives Are Really Looking For
Executives aren’t looking at your performance review to determine if you’re ready for the next step. They’re watching how you navigate complexity, how you influence outcomes, and how you position yourself as an asset to their long-term goals. They see you behaving in a role that is beyond where you are now… you put yourself there. They are just formalizing it.
What are top executives really looking for?
Trust – They want leaders who understand how to drive value and get results—not just for themselves, but for the entire organization. They’re looking for people who can see beyond the numbers, anticipate needs, and position themselves for strategic opportunities.
Coaching as the Ultimate Career Accelerator
So, what’s the real takeaway here? You have to take control of your career growth. Own it. Performance reviews won’t get you there. Relationships, influence, and strategic positioning will. And if you want to fast-track that growth, coaching is the ultimate cheat code. It’s how you gain the clarity, focus, and strategic advantage you want to stay ahead of the game.
Tired of waiting for someone else to recognize your potential? It’s time to step up and take charge of your career. Top performers don’t wait for feedback to define their path—they create it.
Let’s talk about how you can start playing by your own rules, unlocking the growth, influence, and success you know you’re capable of.
Alright, I’m about to share nine indicators, and I want you to pay close attention.
These aren’t just typical signs; these are powerful cues that reveal you’re ready to take real control of your growth.
I challenge you to spot yourself in each one. Because if any of these resonate, it’s likely your time to step up and get the edge that a partner in coaching provides:
1. You’re facing a specific leadership or work challenge, and you know that resolving it could be the key to unlocking your full potential.
2. You feel there’s untapped potential within you, and you’re ready to dig into what’s holding you back.
3. You sense there are hidden obstacles limiting your progress, and you’re determined to identify and overcome them.
4. You need a trusted partner to validate your ideas and decisions—a sounding board who can both challenge and support you.
5. You actively seek diverse perspectives and honest feedback to avoid complacency and stay sharp.
6. You’re ready to put in the hard work, knowing growth demands resilience, dedication, and effort.
7. You’re navigating a major career shift and want guidance to adapt quickly and succeed in your new role.
8. You’re driven by a constant thirst for knowledge, always looking to build new skills and enhance your effectiveness.
9. You’re committed to pushing past your comfort zone because you know that’s where real growth happens.
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