{"id":3065,"date":"2019-12-14T13:30:39","date_gmt":"2019-12-14T18:30:39","guid":{"rendered":"https:\/\/blog-alexis.monville.com\/en\/?p=3065"},"modified":"2026-01-25T10:12:37","modified_gmt":"2026-01-25T15:12:37","slug":"how-to-deal-with-your-stars-frank-jansen","status":"publish","type":"post","link":"https:\/\/blog-alexis.monville.com\/en\/2019\/12\/14\/how-to-deal-with-your-stars-frank-jansen\/","title":{"rendered":"Rock Stars and Superstars: Supporting Growth Without Losing Stability"},"content":{"rendered":"\n

High performers are often described as \u201cstars\u201d. They deliver results, bring energy, and raise the bar for everyone around them.<\/p>\n\n\n\n

And yet, if not supported carefully, they can also create imbalance, dependency, or frustration inside a team.<\/p>\n\n\n\n

In this episode of Le Podcast on Emerging Leadership<\/em>, I had the great pleasure of welcoming Frank Jansen<\/strong> to explore how leaders can support high performers while building strong, resilient teams.<\/p>\n\n\n\n

Rock Stars and Superstars<\/h2>\n\n\n\n

Our conversation builds on a distinction introduced by Kim Scott in her book Radical Candor<\/em>.<\/p>\n\n\n\n

    \n
  • Rock Stars<\/strong> are a source of stability.
    They are highly skilled, reliable, and happy to contribute at a high level over time.<\/li>\n\n\n\n
  • Superstars<\/strong> are a source of growth.
    They want to learn fast, change things, and move to their next level of impact.<\/li>\n<\/ul>\n\n\n\n

    Both profiles are valuable. Problems arise when leaders expect everyone to behave the same way or reward only one type of contribution.<\/p>\n\n\n\n

    Supporting growth without creating heroes<\/h2>\n\n\n\n

    Frank shares how he supports the growth of people in his team without creating a hero culture.<\/p>\n\n\n\n

    We discuss:<\/p>\n\n\n\n

      \n
    • how to recognize different aspirations without ranking people<\/li>\n\n\n\n
    • how to build diversity of profiles and strengths<\/li>\n\n\n\n
    • how to avoid over-relying on a few individuals<\/li>\n\n\n\n
    • how to make growth a collective topic rather than an individual negotiation<\/li>\n<\/ul>\n\n\n\n

      The goal is not to control talent, but to create conditions where people can grow responsibly.<\/p>\n\n\n\n

      Creating a fearless, self-managing team<\/h2>\n\n\n\n

      A central theme of the conversation is the idea of a fearless organization<\/strong>.<\/p>\n\n\n\n

      Frank explains how he works to create an environment where:<\/p>\n\n\n\n

        \n
      • people feel safe to speak up<\/li>\n\n\n\n
      • responsibility is shared rather than centralized<\/li>\n\n\n\n
      • the team is able to manage itself<\/li>\n\n\n\n
      • results emerge from collaboration, not pressure<\/li>\n<\/ul>\n\n\n\n

        When these conditions are in place, performance becomes sustainable and teams can achieve remarkably strong results.<\/p>\n\n\n\n

        A final thought<\/h2>\n\n\n\n

        Supporting high performers is not about giving special treatment. It is about understanding different motivations and designing an environment where both stability and growth are valued.<\/p>\n\n\n\n

        If you are leading a team with strong individual contributors and wondering how to help them thrive without weakening the collective, this episode will give you practical perspectives and concrete inspiration.an even record the answer together!<\/p>\n\n\n\n