Competitive or High-Performing?

Understanding What Drives Us

“A high-performing talent is driven by the desire to go further and achieve results, while a competitive person measures themselves against others. Knowing yourself well helps align with an organization’s culture.”

– Élisabeth Starenkyj, Co-President and Senior Partner at La Tête Chercheuse

This is a question Élisabeth often asks because these two notions are quite distinct. A high performer is motivated by the need to excel and contribute to collective success. In contrast, a competitive person constantly compares themselves—to previous results, colleagues, or competitors.

However, being competitive doesn’t necessarily mean being high-performing, and vice versa! The key is to understand what truly drives us. What keeps us moving forward, even when faced with challenges?

Performance and Resilience: A Mindset

Performance, or what we sometimes call grit, is about achieving goals and persevering. How the Best of the Best Get Better and Better, an insightful article from Harvard Business Review, illustrates this concept well:

Where a competitive person might give in to discouragement, a high performer sees opportunities. They find solutions, adapt their strategy, and move forward.

In recruitment, these differences are crucial. They define not only talent but also organizational cultures and team dynamics.

A Fascinating Case: Performance as a Team Driver

One of our clients, whose marketing department consists of about 20 people, is largely made up of elite athletes. These professionals are driven by a constant desire to push boundaries and innovate.

In this environment, technical expertise alone is not enough. Those who don’t actively engage across disciplines or who lack a growth mindset may feel pressured—or even completely out of sync with the company culture.

During recruitment, understanding this dynamic is key: a poor fit can create friction. Even a highly qualified candidate who does not share this drive for excellence will struggle to thrive in such a context.

Knowing Yourself to Recruit Better

When managers are transparent about their leadership style, it allows for better alignment with candidates.

A client recently told us: “I know myself—I’m impatient, and I can’t repeat things three times.” This kind of insight is invaluable, as it helps us target autonomous and resourceful profiles who can thrive in that environment.

For this particular tech company, cultural alignment is a powerful tool. By building a team of high-performing talents, they aim to do nothing less than revolutionize their industry.

Competitive or High-Performing? A Key Distinction

Depending on the role and environment, being more competitive or more high-performing can be advantageous. However, in today’s workplace, both profiles need to develop:

• Openness to learning
• A drive to practice and refine their skills
• A positive mindset to reach their full potential

Further Reading

Greatness Doesn’t Start With Work/Life Balance – It Starts With Hard Work and a Passion for the Business

Grit: The Power of Passion and Perseverance

And you, what drives you?