Serving High Achievers and Their Organizations
Where Psychology Builds Business
HIGH ACHIEVERS
Dr. Tricia Groff specializes in High Achievers and their leadership teams. Dr. Groff’s clients are owners and executives who value depth and genuine human connection. They are analytical, open-minded, and curious thinkers who process information rapidly and crave cognitive stimulation. These independent thinkers seek excellence not just in outcomes, but in the thought process itself. For this reason, they may sometimes feel contrarian when they eschew surface-level answers and common best practices to find deeper and better solutions.
In terms of personality, High Achievers are dedicated people of high integrity and humility, wrapped in a wicked sense of humor and unexpected kindness. Many are introverted and love time alone to think and strategize, while others enjoy meeting new people, especially when new learning is involved.
People with high-achieving personalities share common strengths and growth edges. Working within these commonalities helps them pursue excellence in a way that authentically resonates with who they are.
PSYCHOLOGY & BUSINESS
Business is based on people. Whether we are discussing the strategic vision of leaders who think several moves ahead, the selection of team members who have abstract reasoning and good judgment, sales and marketing strategies that attract customers, or the nuanced relationship between investors, the C-Suite and board members, the complexities of human behavior permeate every business decision. If we focus only on business knowledge without addressing human factors, we put artificial ceilings on organizational excellence. Likewise, if we prioritize human needs without implementing sound business strategy, we compromise the profitability and sustainability of our organizations. When we intentionally integrate evidence-based psychological insights with fundamental business principles, we create the foundation for organizations that thrive. This integration allows us to move beyond surface-level solutions to address the multifaceted challenges of excellence in a manner that addresses both human fulfillment and financial results.
“Dr. Groff, we look at growth, expansion, product roadmaps, quarterly results…but do you know what all of those things have in common? You know what we work with every day? People. And do you know what we get the least amount of training in? People.”
There is no short-cut to excellence.
Intersecting Excellence
An Encouraging and Compassionate Reminder about Excellence
Assessing problems from only one angle yields incomplete and usually, inaccurate assumptions. Most outcomes in business and life result from a series of interactions and dependencies rather than dichotomous taxonomies and linear correlations. Sometimes trying to account for all factors of excellence can be overwhelming. We want a simple answer and a clear path forward. Yet, acknowledging complexity helps us to find solutions that work for the long game rather than shortcuts that taste sweet for a moment but leave us with a stomachache.
The upside is when we understand that variables intersect, we don’t have to improve everything to achieve growth. When we pursue excellence for ourselves, we impact the quality of our relationships. If we increase excellence in our organizations, we enhance personal satisfaction. When we pursue excellence with others, our organizations thrive.
Personal excellence for High achievers often includes wellness, fulfillment, managing expectations, and maintaining boundaries. The most difficult aspect is making peace with the challenges that occur when one differs from 95% of the population. Interpersonal excellence requires leading ourselves and navigating the complexity of personal and work relationships with integrity and courage. Organizational excellence often requires tough decisions when there are often no “right” answers
For High Achievers and their organizations, growth doesn’t stop; it iterates and evolves as variables change. Remember that the focus on mastery and innovation means that you will sometimes fail. That doesn’t make you a failure. When we take on challenges without clear paths, it can be difficult to predict excellence. Do your best to stay attuned to the variables in play and keep moving forward.
The Man In The Arena
It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat. –Theodore Roosevelt
Assessing Excellence in Other People
Also, known as Dr. Tricia’s Soapbox.
The Impact of People Assessment on ROI
How many times have you witnessed or experienced a great opportunity fall apart because of the humans involved? A business partnership with a complementary skill set that should have worked? An employee that seemed to check all the boxes? A deal in which the optimal gains were lost because of nuances not captured in the contracts ? A marriage of two great people who separately, were like cake and icing, but together, formed ketchup lemonade?
Many of the most important business decisions happen without a thorough assessment of the fundamental factors that drive ROI (return on investment). Employees are hired based on resumes (or desperation). Acquisitions rely on discounted cashflows. Board members are assessed on their experience and network. Partnerships assume that shared interests and good intentions will create a viable company. People sell their businesses with the faith that their accountants and attorneys will cover all human bases.
These shortcuts don’t happen because the stakeholders involved are stupid; rather, there is a lack of shared language and processes to address the human factors that impact revenue, create legal risk, and differentiate between whether a partnership or M&A deal results in a dream or a nightmare.
In many cases, the lack of human due diligence not only decreases the ROI, it yields negative return in the form of energy that is allocated to survival instead of growth, legal fees, and loss of sleep. On the other hand integrating human assessment into business scenarios PRIOR to the handshake, offer, or contract, can both mitigate the risk of human factors and develop collaborations to yield win-win scenarios and get the optimal return on the time and effort involved.
Need a Fast Reference to Navigate Humans?
Years ago, one of my clients asked if she could record our appointments. Over the years, I’ve always wanted a way to provide cornerstone information to people regardless of their ability to work with me. Additionally, in my appointments with High Achievers, I found myself having some of the same conversations many times. A lot of smart people don’t talk about the conundrums of dealing with themselves and others because it makes them feel stupid. I want them to know that they are not alone, but also to provide concise, actionable advice.
Explore the Relational Genius Series
- Increase leadership confidence and personal excellence.
- Teach people how to take you seriously.
- Assess people’s motivation to pull the best out of them.
- Protect yourself and your organization from difficult people.
- Scripts for setting boundaries, apologizing, and other awkwardness.
Thoughts from Dr. Tricia
High Achiever Comments
“It’s legit shit. Not foofy-fluffy. You have this way of combining psychology and business into tactical solutions that I can actually use.”
—D. L.
“I have been very protective of keeping you in the budget. The value you bring to our company is not lost on me.” (confidential)
“Comparing other coaches to Dr. Tricia is like comparing McDonald’s with Morton’s Steakhouse.”
—A. T.
“I can’t imagine where I’d be personally or professionally without her.”
—P. N.
“Dr. Groff is that rare individual who not only understands how to help you achieve success, but she also understands the very real human emotions that color the process. She is intelligent in kind. Dr. Groff is the best there is to illuminate your path forward. Look no further.”
–Penny C