Your performance character matters ...

There are two kinds of character — moral and performance. Moral is the one that we are mostly aware of and pay attention to. Basically it is concerned with matters of ethics, honesty and integrity. Do I believe you? Do I trust you?

The other type is performance character, which is given very little attention yet is equally impactful. It is your persistence, self-discipline and grit. It is the way that you work and how you get (or don’t get) things done. Will you preserve and overcome any obstacle that comes in your way? Or do you let obstacles form the basis for reasons (excuses) why things don’t get done.

Performance character also involves trust — do I trust you will do what you say?

A few weeks back, I received a call in the middle of the night from one of my clients seeking help. He had just stumbled into an unexpected problem with an organisation that he knew I was close to. So, at 3am, he rang me for help.

After hearing of the predicament, I was faced with a decision to make — do I reach out to the managing director or to the director who should be responsible to help him? I knew both of them and could easily call either.

But he needed immediate help. So, I chose the MD. And not because of positional authority; I made my decision based upon performance character and which one I thought would get it done.

While I am sure the director is competent in his ability to work, his performance track record is sketchy. His actual (KPI) results weren’t really in question; what concerned me was the way he goes about his work. He works to his own timeline and doesn’t respond quickly to others.

You know the type who leaves you in the dark until they need to bring you into the light.

Good intentions aren’t enough. Performance character is built on “willing values” such as perseverance, diligence, and self-discipline. At that moment, I needed to talk to the person who would “get it done.”

A quick evaluation of each one’s performance character made it an easy decision. My interactions with the MD proved that he gets things done. My choice to go over the director’s head was based completely on the way that he typically performs. I would argue that his performance character made my decision for me.

How you performed in the past shapes the view of what you will do in the future. The best part about performance character is that it is completely in your control. Every day you choose what you do and how you do it.

You can chose to ignore emails or respond to them — it is up to you. You chose to deliver on time every time or to make simple excuses.

You chose to help others or leave them to fend for themselves. It is up to you.

And by the choices you make, others will choose if they can trust you will do what you say.

The way and types of choices you make become habitual; they build your everyday routine. That is why I can look at your performance character and determine what you will do in the future. For instance, if you choose to be late, then you’ll end up forming the habit of being late.

As much as performance character is about choices, it is ingrained in your habits. This requires you to break old habits and form new ones if you are going to shift your performance character.

Your performance character enables you to act on your moral character and make a positive difference in the world.

Take the initiative to right a wrong or be of service to others. Persevere to overcome problems and mend relationships. Work selflessly on behalf of others.

Your performance character is your choice and it becomes your habit.

The writer is a CEO Coach and author, including of ‘10 Tips for Leading in the Middle East’ and other writings. Contact him at tsw@tommyweir.com