Love this article, some of the qualities might be a bit over-generalized re: high performers, but that’s just a minor critique. My contention is that your use of “high-performance” is actually unnecessary. These thoughts and considerations are mostly applicable to management treatment of ALL employees. And if used, there is the opportunity to cultivate a lot more “high-performance” teams in businesses across all industries. Who would have thought: treating people like valuable contributors and not pigeon holing them into a pre-conceived Type A performance model would be generally engaging and result in better business performance? Definitely Sharing in my network.