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It’s Christmas 1981. While I was busy peeling the stickers off a Rubik’s Cube to "prove" my genius, my father was downstairs demonstrating something far more valuable: the power of process.
My dad was a greengrocer. While the rest of the world slept, he was at Borough Market by 3:00 AM hand-selecting stock. Those cold December mornings weren't just about fruit and vegetables; they were my first introduction to high performance.
The Myth of the "Result"In 2026, leadership confidence is fragile. We obsess over results—revenue lines and sales targets. But here is the fundamental truth: Results are a lagging indicator of performance.
Consider two sales reps:
- Sarah closed £400k. She inherited "warm" accounts and had a 22% close rate.
- James closed £280k. He opened a new territory, had a 38% close rate, and made double the calls.
Sarah had better results. James had better performance. Performance is about the daily behaviors and standards that you can actually control.
The Performance Method: Three PillarsTo navigate the pressure of running an SME, focus on these three controllable pillars:
1. Clarity: Does Your Team Know the Score?If you haven't defined what high performance looks like beyond just hitting a number, your team is flying blind. Clarity cuts through the noise of AI disruption and market shifts.
2. Capability: Shifting with the EnvironmentBy the 90s, supermarkets arrived. My father couldn't "out-Tesco" Tesco. When the environment shifts, the high-performance response is to audit your capability. Are you identifying the skill gaps in your team, or just chasing the latest software?
3. Connection: The Heart of the SMEMy father knew his customers by name. His staff stayed for years because they felt part of something. When a team knows they are judged on consistency and effort—not just volatile market results—they innovate.
The Freedom That Performance BuysToday, my father is retired with a season ticket to his favorite football club. He built a high-performing business so he could eventually choose how to spend his time.
We embrace the discipline of the "greengrocer phase" so we can unlock freedom later. Stop staring at the Rubik’s Cube wondering why the colors don’t line up. Look at your inputs instead.
Your January Performance Audit:
- Identify Process Goals: What are the 3 daily behaviors that lead to success in your role?
- Audit for Clarity: Ask three team members to define "high performance." If the answers don't match, start there.
- Focus on Control: List your stressors. Circle only the parts you can control; ignore the rest for 48 hours.
Measurable results.
Meaningful growth.
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