The Mental Characteristics of Resilient High Performers
Research from Middlesex University and Loughborough University, UK
One of the most important aspects of high performance is the ability to deal with setbacks, face adversity and push through to achieve success. In other words, resilience.
This is actually an active area of research, but a lot of research has been focussed on how people deal with adversity to events outside their control.
Mustafa Sarkar and David Fletcher of Middlesex University and Loghborough University, respectively, went the other way and examined the characteristics of people who actively seek out challenges and rise to the occasion. They published their findings in the paper “Ordinary Magic, Extraordinary Performance: Psychological Resilience and Thriving in High Achievers” in the journal named Sport, Exercise and Performance Psychology.
This study aimed to identify the qualities that allow high performers to consistently function at extraordinary levels.
The Study
To investigate this, the researchers conducted in-depth interviews with 13 high achievers from diverse fields, including business, politics, sports, and the arts. These weren't just successful individuals, but truly eminent figures in their respective domains.
Using a qualitative approach called interpretative phenomenological analysis, the researchers sought to understand the participants' lived experiences and the meaning they attributed to their ability to thrive under pressure.
Through the study, the researchers uncovered key themes that characterize resilience and thriving.
Results
The findings revealed six key themes characterizing resilience and thriving in these high achievers:
Positive and proactive personality: High achievers actively seek out challenges and continuously strive for improvement.
Experience and learning: They value difficult experiences and consciously learn from them, often through deliberate reflection.
Sense of control: They recognize their choice to work in demanding environments and maintain a sense of control even in dynamic situations.
Flexibility and adaptability: High performers demonstrate an ability to solve problems creatively and adapt positively to change.
Balance and perspective: They maintain a work-life balance and retain a broad sense of identity beyond their career.
Perceived social support: High achievers feel they have access to high-quality support from both within and outside their professional domain.
What it means for us
For people in the workplace, there is a lot we can take away from this. This research suggests that resilience and the ability to thrive under pressure aren't innate talents, but skills that can be developed.
This is encouraging news, as it means anyone can improve their capacity to handle stress and excel in challenging situations. It's about cultivating certain mindsets and behaviors, such as actively seeking out challenges, learning from experiences, maintaining a sense of control, being adaptable, keeping a balanced perspective, and building strong support networks.
For leaders and people managers,
Foster a Growth Mindset: Encourage a culture of continuous learning and development. Provide opportunities for employees to take on challenging projects, step outside their comfort zones, and expand their skill sets.
Don’t Ignore High-Performers: As managers, sometimes we tend to focus most of our time on handling situations with people who are struggling or ‘problematic’. This leaves high-performers frustrated because they feel their manager is ignoring them despite them performing well. High-performers continuously strive for challenges and as a manager, it’s your duty to make sure they stay consistently challenged and motivated, without them feeling burnt out, but also without them feeling ignored.
Facilitate Reflection: Create space for employees to debrief after challenging projects or periods. Encourage them to analyze both successes and failures, extract valuable lessons, and apply those insights moving forward.
Empower, Don't Micromanage: Give employees autonomy and ownership over their work. Trust them to make decisions, solve problems, and take calculated risks.
Celebrate Adaptability: Recognize and reward employees who demonstrate flexibility and a willingness to embrace change. Encourage experimentation and view setbacks as learning opportunities rather than failures.
Promote Work-Life Balance: Encourage employees to prioritize their well-being by taking breaks, using vacation time, and pursuing interests outside of work. A well-rounded individual is a more resilient and engaged employee.
Build a Supportive Community: Foster a culture of collaboration, open communication, and mutual respect. Encourage mentorship programs, team-building activities, and opportunities for employees to connect on a personal level.