[av_hr class='invisible' height='30' shadow='no-shadow' position='center' av_uid='av-3xac0']

What does Miles Davis have to do with managing high performers in business?

Good question.  Miles Davis is rightfully acclaimed as an icon of jazz but he didn’t make music alone.  Throughout his career as a bandleader, Miles worked with other iconic figures of jazz to create music that stands even today as among the highest forms of the genre. John Coltrane, Herbbie Hancock, Wayne Shorter, “Philly” Joe Jones, Keith Jarrett, Ron Carter, Tony Williams and many others known as among the giants of jazz graduated from “Miles University”. Miles Davis, time and time again, brought together some of the most talented musicians in their own right to work with him in his musical exploration. How did he do it? This two part blog will explore the lessons of Miles Davis in the art of leading the best to be their best.  In this part, we'll look at lessons one through three on managing high performers and part two next week will cover lessons four through six.

Managing high performers: Lessons 1-3

[av_hr class='invisible' height='10' shadow='no-shadow' position='center' av_uid='av-9byy4g']

1.  Be Excellent, Publicly

[av_hr class='invisible' height='10' shadow='no-shadow' position='center' av_uid='av-7kq2j4']

Miles Davis was able, on many occasions, to put together bands of some of the most talented musicians of their time throughout his career. Miles' reputation clearly preceded him as receiving a call from Miles was seen as having achieved a high level of musicianship. But that wasn't the only reason so many musicians with promising solo careers agreed to support Miles. They believed they would learn something based on Miles' excellence as a musician and band leader. Miles greatness was easy to see through his performances, compositions and recordings.

[av_hr class='invisible' height='10' shadow='no-shadow' position='center' av_uid='av-5d3cdc']
How easy is it for high performers to recognize your excellence? There is a tendency among many leaders not to “toot their own horns” about their own performance and accomplishments. While a leader may not need to sing his own praises, it is important that someone does it for him. A leader's excellence will attract others who want to achieve the same level of competence, while increasing the leader's  credibility and ability to guide, mentor and teach.

2.  Don’t hire a trumpet player

Miles' great combos included players with different styles and tendencies. He hired players who would complement his playing and each other’s. He didn't need anyone who sounded like him in the groups because he had that covered.

[av_hr class='invisible' height='10' shadow='no-shadow' position='center' av_uid='av-3kyyio']
In business, it can be difficult to avoid the temptation to hire people who mirror our backgrounds, experiences, styles and tendencies. After all those competencies served us well in our careers. It is important to remember as a leader that our success is a reflection of the past while we are hiring for the future.  The pace of change doesn't only require different technological skills it also requires new communication and leadership skills from those current leaders needed at earlier stages of their careers. Hiring teams with complementary but different skills and areas of expertise broadens the set of problems they can solve and increases their impact on the organization.

3.  Play together and produce excellence

Miles' bands grew into cohesive units through performances, not rehearsals. They played together and learned through reflection about what happened on stage adjusted to the different situations, approaches, sound systems and audiences that influenced what they produced.
Each performance created a wealth of learning opportunities for Miles and his band mates. The urgency of the moment created a focus and intensity that would be very difficult if not impossible to reproduce in a rehearsal. By focusing on playing together and learning from the experience, Miles could correct on the spot, encourage and support his band to take risks, push themselves and reach new heights of excellence.

[av_hr class='invisible' height='10' shadow='no-shadow' position='center' av_uid='av-34ym28']How often do you perform with your high performers? Finding opportunities to produce excellence together will give you more chances to learn about them and coach. They will have the chance to learn about your approach to problem solving and managing high performers.

Let us know what you think of the first three lessons in the comments area below.  Make sure to check back next Wed as Part 2 on managing high performers will be posted.  Want more on managing high performers and your employees?  Click here.