I love the distinction that Kim Scott makes in her book ‘Radical Candor‘ [non-affiliate link] between rockstars and superstars. And I think it has huge implications for how we lead, manage, and shape teams in our workplaces.
Rockstars vs Superstars - the definitions
🌟 Rockstar: a solid, stable performer on a gradual growth trajectory, or perhaps content exactly where they are. They provide a steady foundation for the team.
🌟 Superstar: a change agent ready for rapid growth. They’re hungry for new opportunities and making change. They push the team to keep moving forward.
So which are better - rockstars or superstars?
The case for rockstars
Rockstar strengths
- Steady and dependable: They show up and get work done reliably.
- Easy to manage: Conscientious and predictable.
Rockstar challenges
- Struggle with uncertainty: May resist big changes or leaps into the unknown.
The case for superstars
Superstar strengths
- Drive innovation: Hungry for growth and push limits.
- Ready for change: Insatiable curiosity and fast-paced energy.
Superstar challenges
- Can cause instability: Too many may scatter efforts and neglect routine tasks.
The best team is a blended team
If you listen to the way some people talk these days, then you’d think that a team of superstars is the ideal. But too many superstars can mean that no one is willing to the boring stuff required to keep an organisation functioning.
In almost every organisation, you’re more likely to build sustainable success with a team that has a mix of rockstars and superstars.
It’s a yin yang thing – instead of a bunch of superstars falling flat on their face because they’re going too fast, the rockstars help make the pace sustainable. And instead of a bunch of rockstars getting stuck in old ways, superstars help everyone to embrace the necessary changes.
Building an effective team
Now, building a blended team is one thing—leading it effectively is another.
That’s because you’ve got people who want different things and respond to different leadership and management styles and incentives. You’ll need to grow as a leader to help your team do their best work.
Growing your leadership capability doesn’t have to be hard, and you don’t have to figure everything out on your own. Why not start by building a “user guide” for each of your people? Take note of how they prefer to work, what kind of communication works best with them, what incentives drive them, how they like to receive feedback, etc.
Then, shape the way you lead and manage your team with their user guides in mind. You won’t please everyone all of the time, but when you’re consistently making a sincere effort, your team will see notice – and they’ll want to help you get better.
So, what kind of stars do you have in your team? What kind of star are you? And how can you help each kind of star to shine brighter?
Ready to lead with more confidence?
I love working with leaders to grow their capabilities and hone their skills and strengths. If you’d like to know more, check out my Coaching and Training pages.
Take the next step in your leadership journey:
- Book a free, no‑obligation discovery call to explore how coaching can help you build and lead a team where both your rockstars and superstars can do their best work
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More reading
In addition to Radical Candor, I highly recommend Liz Wiseman’s book ‘Impact Players‘, which covers a different but overlapping approach.
For more on personal user guides, I recommend this post: A personal user manual for working with me
