Mindset Shift: Why We Must Replace the Term ‘Peak Performance’
Written by: Jack Riewoldt
In every aspect of life, the language we use can have a profound impact. In business, it can seriously affect culture, motivation, and overall performance. At Authentic Leaders Group, we’ve made a conscious decision to replace the term “high performance” or “peak performance” with “best performance”. Why? Because we believe that a simple shift in language can create a more inclusive culture and foster more connected, confident individuals and teams.
Language has the power to shape a mindset
The words we choose to describe our goals and expectations can significantly influence our mindset and approach to challenges. The term “peak performance” has long been a staple in both the sports and business worlds, but we believe it’s time for a change.
Replacing perfection with humanism
In a world increasingly dominated by AI, fast performers, and high achievers, we’re constantly reminded of others’ peak performances. This creates unrealistic expectations and the misconception that everyone should be perfect, constantly performing at their “peak”. The reality is that no one is perfect, and embracing our imperfections is part of what makes us human.
The concept of “best performance” is more empathetic to the fact that life can be difficult and often throws curveballs our way. It acknowledges that our capabilities can change from day to day, week to week, and even year to year. Our “best” can be different based on situations and timing. Some days, your best might be groundbreaking work that pushes boundaries. Other days, your best might simply be showing up when you’d rather be anywhere else. Both of these versions need to be recognised.
Our mindset should accept individual journeys
There’s no doubt that today, people are more self-aware and conscious of their personal and professional journeys than they’ve ever been. However, the term “high performance” can act as a barrier, especially for those who might not have the confidence to see themselves as “high performers.” The outcome? Talented employees can shy away from opportunities for growth and development.
Because the phrase “high performance” or “peak performance” can be seen as intimidating, it can create an impression that only a select few can achieve this level of excellence. This could in turn discourage others from even trying to perform the best. Shifting language to “best performance” helps create a more inclusive environment that encourages everyone to strive for their personal best, whatever that may be. And while these two phrases are different, the outcome is the same: A talented employee that is working to the best of their ability.
The mindset shift that happens when we drop the term “peak performance”
1. We encourage participation
Everyone can perform—it all comes down to choice. When people feel that their best effort is appreciated, they tend to engage and contribute more.
2. We build a supportive and safe environment
The language used in an environment is as critical as the actions taken. “Best performance” builds a culture of support and continuous improvement instead of cutthroat competition and comparison.
3. We promote personal growth
It’s important to encourage individuals to focus on their own progress and improvement rather than comparing themselves to a subjective (and ever-changing) standard of “high” or “peak” performance.
4. We build resilience
Acknowledging that our best can vary helps build resilience. It allows team members to bounce back from setbacks and continue striving for improvement.
In a world where everyone is constantly chasing excellence and striving to be the best, we can easily forget the importance of empathy, inclusivity, and most of all, humanity. At the end of the day, it’s these qualities that truly drive purpose, meaning, and ultimately sustainable business success.