I put my trust in Suzie, because I'm a team player and think we succeed as a team, and even though I wasn't fully convinced, I gave 100% to do it her way." This is how professional posers tend to stay in organizations they make leaders believe others led them astray, or others wouldn't listen to them or others are set against them and that's what the results failed.
Think of: "Well, I tried to show Suzie why what you're saying would be the best option, but she was so convinced that it had to be done the other way. And the thing is, they are really good at making others believe that it had nothing to do with them. They will say the reason more doesn't get done is because of meetings like this, and then they'll give you reasons for everything that didn't go right, none of which have to do with them. The professional poser hates reviews and weekly meetings, and they'll let you know. They may say something like, "Sure, Bob could've done that better, but it was because of x-y-z that I did/didn't do that we really didn't succeed." When you give them something wrong, they become offensive and look for ways to improve or overcome the situation at hand. They also aren't afraid to take the blame for others' mistakes. They aren't afraid of weekly meetings or reviews - they thrive on them. They desire a mentor and coach to drive them to higher levels of success.
#Poser vs poser pro how to
The peak performer loves to be told how to improve. They will point in every direction except themselves. But when things go wrong? They disappear, and when you find them, they won't be upset at themselves but will be upset with everyone else or the circumstances that prevented them from having their success. They will make sure to highlight every little thing that is going well and will continue to show those highlights until they believe you have recognized them. They don't want you to recognize them they demand that you recognize them. The professional poser doesn't actually care about the results, and if you look over their track record, you will see that they have pretty lackluster results (unless they happen to have an amazing team behind them). They will also likely get upset at themselves when goals aren't reached. If goals aren't achieved, the peak performer will likely notify you early how things are looking and will tell you how they plan to get better results shortly before driving toward those goals. If you look at their track record, you will see their results improve and goals get achieved. It doesn't matter if you recognize their efforts (though they do want recognition) they will get results, period. Peak performers understand the value of results.
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