Rock Stars vs. Superstars: Who’s Fueling Your Team’s Future?

June 26, 2025

Every leader wants high performers, but not all high performers are the same.

  • High performers follow different paths: some seek mastery, others momentum.
  • Rock stars deliver consistency and depth; superstars fuel innovation and velocity.
  • Leaders must tailor recognition, feedback, and growth opportunities accordingly.
  • When managed well, both create a high-functioning, future-ready organization.
  • Start by asking: What does success mean for this individual?


640 words ~ 3.5 min. read


Every leader wants high performers, but not all high performers are the same.


Early in her management career, author Kim Scott discovered a powerful distinction that changed the way she led teams. In her book Radical Candor, she introduces the idea of “rock stars” and “superstars,” two types of exceptional employees who contribute in very different but equally valuable ways.


Understanding this distinction is essential for leaders. It’s not just about delegation or recognition. It’s about building sustainable, high-functioning teams that deliver results without burning out.


Rock stars are the team’s steady force. They are deeply skilled professionals who love what they do and consistently excel at it. They aren’t motivated by rapid advancement. Instead, they find satisfaction in mastery and consistent contribution. They are the reason everything runs smoothly even during times of stress or transition. Every team needs people like this. Yet they are often overlooked because they don’t seek the spotlight.


Superstars are the accelerants. They seek out challenges, crave growth, and bring fresh energy to every project. Their ambition pushes boundaries and drives progress. They want to move forward and, when supported properly, help raise the performance of those around them.

Both types of employees are essential. But many leaders make the mistake of treating them the same way.


Consider what happens when a rock star is pushed toward a leadership role they don’t want. Over time, they feel misunderstood and undervalued. The result is often disengagement or departure. Now imagine a superstar eager to take on more responsibility, but their manager hesitates or fails to provide opportunities. That superstar will eventually leave in search of a place that better matches their pace and ambition.


The takeaway is clear. Managing talent effectively means adapting your leadership to the needs of the individual.



Rock stars do best when they receive feedback that respects their expertise and encourages them to deepen their skills. They want their work to be acknowledged, not necessarily elevated in title. Praise, opportunities to mentor others, and consistent roles where they can thrive are what matter most.


Superstars need challenging assignments, freedom to solve problems, and regular conversations about their career trajectory. Micromanagement undermines their potential. Instead, they benefit from structured autonomy and clear guidance on how to achieve their goals.


Smart leaders act on these differences. They assign work based on strengths and aspirations. Rock stars are ideal mentors and internal coaches who help maintain quality and team cohesion. Superstars shine in fast-moving projects, innovation sprints, and leadership development opportunities.


The synergy between these two profiles is powerful. Superstars raise the bar, while rock stars keep the bar from falling. One drives innovation, the other delivers consistency. Together, they create a team that is both agile and dependable.


It’s also important to recognize that people shift between these roles. A superstar may move into rock star mode during a new life phase. A rock star may seek a faster pace when inspired by a new goal. Good leadership means staying tuned in and asking the right questions, rather than making assumptions.


A great place to begin is by asking each team member, “What does success look like for you right now?”

The answer can guide your leadership style, improve retention, and unlock performance across your organization. Because real leadership isn’t about driving people toward a single definition of success. It’s about helping each individual grow in a way that makes them—and your company—stronger.


For more insights, check out this article from Fast Company: Want to be a better leader? Start coaching your team like this.



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The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.


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With the holiday season approaching with the speed of a bullet train (holiday prep, year-end sales pushes, family gatherings, budget reviews, etc.), it’s no surprise many of us feel our blood pressure and tension rise, while our patience comes crashing down. While this season is one of the most exciting of the year, it brings lots of extra stress. But what if some of that stress was unavoidable? Maybe we can’t keep that troublesome relative away but we can borrow wisdom from the minimalist movement and writer Joshua Becker’s article, “The Stress We Needlessly Bring into Our Lives.” Here are four practical reframes you can share with your team and apply to your own workflow, designed specifically for business juggling multiple moving parts in busy months ahead. 1. Stop Comparing—Start Aligning It’s tempting to look at other businesses and feel like you’re falling behind. Maybe their social media looks polished, their storefront’s decorated like a movie set, or their sales numbers seem untouchable. But comparison steals focus. Your business has its own rhythm, audience, and goals. Instead of chasing what others are doing, take stock of what’s working for you. Consistency and authenticity will always outlast temporary trends. 2. Simplify Your Season Overcommitment is one of the biggest stress traps. For business owners, that often means piling on extra promotions, extending hours you can’t sustain, or saying yes to every collaboration that comes along. You might be busy and pulled in many directions but it’s unlikely you’ll feel accomplished if you overcommit yourself to trying to do it all at the same time. Imagine if you wanted to paint your entire house. If every day you woke up and painted a different area for one hour, it would be a very long time before the house would feel complete. At the end of a month, you will have put in 30 or so hours in painting but you may not even have an entire room finished. You’ll feel depleted and dissatisfied even though you spent a month working on it. This year, try doing fewer things better. Focus your efforts on what brings in customers or builds lasting relationships. Simplifying isn’t a step back; it’s a strategy for quality and control and doing more of what works, not more of a little bit of everything. 3. Build Breathing Room Into Your Calendar Every business has busy seasons, but nonstop hustle doesn’t equal progress. Schedule short breaks or “quiet hours” each week to regroup, brainstorm, or catch up. You’ll make better decisions when you’re not rushing from one task to the next. Encourage your employees to do the same. A calm, focused team provides better service and represents your business more positively, especially during the holidays, when stress levels tend to spill over. 4. Reevaluate Expectations The pressure to please customers, employees, and family can quickly become overwhelming. But not every long-standing tradition or offer is worth the toll it takes. If a particular sale or event no longer delivers value, it’s okay to let it go or reinvent it. Communicate changes early and clearly, and most customers will understand. When expectations are realistic, everyone wins. 5. Redefine Success for the Season This time of year, we tend to measure success by numbers—sales totals, event attendance, new clients. But remember, success also looks like closing the year without burnout, keeping your team motivated, or maintaining great customer experiences through the chaos. As Becker notes, “We can’t control everything. We can only control our choices.” Choose the ones that keep you steady, clear-minded, and ready for what’s next. Running a business is demanding, and the holidays only amplify that reality. As your Chamber, we encourage you to slow down where you can, focus on what truly matters, and give yourself credit for how far you’ve come. You’ve built something worth protecting—your time, your team, and your wellbeing included. As we move into the holiday season, we’re here to support your continued success, one thoughtful choice at a time. Let us know how we can help.  Read More: Meeting Customer Needs: Inexpensive Sensory-Friendly Ideas for the Holiday Season Simplify Seasonal Staffing for Small Business Season Turning Gift Returns and Exchanges into Business Opportunities
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