Outstanding Work Performance Quotes

Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best. Therefore, if you’re in a marketplace where the consumer has access to all performers, and everyone’s q value is clear, the consumer will choose the very best.

Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Knowing where one belongs can transform an ordinary person—hardworking and competent but otherwise mediocre—into an outstanding performer.

In the context of the work environment, emotional intelligence enables three important skill sets: stellar work performance, outstanding leadership, and the ability to create the conditions for happiness.

Your childish clarity faded, and you started listening to the world around you more closely than you did to yourself. The world was persuasive and loud, and so you resigned yourself to conforming to its demands.

Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Knowing where one belongs can transform an ordinary person—hardworking and competent but otherwise mediocre—into an outstanding performer.

The end of strife and conflict of all kinds had also meant the virtual end of creative art. There were myriads of performers, amateur and professional, yet there had been no really outstanding new works of literature, music, painting, or sculpture for a generation. The world was still living on the glories of a past that could never return.

Strive constantly to serve the welfare of the world; by devotion to selfless work one attains the supreme goal of life. 20 Do your work with the welfare of others always in mind. It was by such work that Janaka attained perfection; others too have followed this path. 21 What the outstanding person does, others will try to do. The standards such people create will be followed by the whole world. 22 There is nothing in the three worlds for me to gain, Arjuna, nor is there anything I do not have; I continue to act, but I am not driven by any need of my own. 23 If I ever refrained from continuous work, everyone would immediately follow my example. 24 If I stopped working I would be the cause of cosmic chaos, and finally of the destruction of this world and these people. 25 The ignorant work for their own profit, Arjuna; the wise work for the welfare of the world, without thought for themselves. 26 By abstaining from work you will confuse the ignorant, who are engrossed in their actions. Perform all work carefully, guided by compassion.

practical intelligence is rarely the main factor in a star's outstanding job performance.

We all know many people who come from hard-working families, where they had to grow up with a bare minimum and become self-sufficient and independent at a very young age. We look at them now and see responsible citizens, self-reliant adults, successful members of the business community, outstanding performers, and just happy people. Yes, they’re happy, because they know the meaning of labor, they appreciate the pleasure of leisure, they value relationships with others, and they respect themselves. In contrast, there are people who come from wealthy families, had nannies to do everything for them, went to private schools where they were surrounded with special attention, never did their own laundry, never learned how to cook an omelet for themselves, never even gained the essential skills of unwinding on their own before bedtime, and of course, never did anything for anyone else either. You look at their adult life and see how dependent they are on others and how unhappy they are because of that. They need someone to constantly take care of them. They may see no meaning in their life as little things don’t satisfy them, because they were spoiled at a very young age. They may suffer a variety of eating disorders, use drugs, alcohol and other extremes in search of satisfaction and comfort. And, above all, in search of themselves.

I soon saw, however, that Creed's obsession with death was typical of most of the children. This came out in their play. "Let's play funeral" was a favorite game at recess. To me, it seemed bizarre and mawkish play. All that saved it was the spontaneous creativity of the children and the fact that, unerringly, they caught the incongruities and absurdities of their elders. One child would be elected to be "dead" and would lay himself out on the ground, eyes closed, hands dutifully crossed across his chest. Another would be chosen to be the "preacher," all the rest, "mourners." I remember one day when Sam Houston Holcomb was the "corpse" and Creed Allen, always the class clown of the group, was elected "preacher." Creed, already at ten an accomplished mimic, was turning in an outstanding performance. I stood watching, half-hidden in the shado of the doorway. Creed (bellowing in stentorian tones): "You-all had better stop your meanness and I'll tell you for why. Praise the Lord! If you'uns don't stop being so defend ornery, you ain't never goin' gift to see Brother Holcomb on them streets paved with rubies and such-like, to give him the time of day, 'cause you'uns are goin' to be laid out on the coolin' board and then roasted in hellfire." The "congregation" shivered with delight, as if they were hearing a deliciously scary ghost story. The corpse opened one eye to see how his mourners were taking this blast; he sighed contentedly at their palpitations; wriggled right leg where a fly was tickling; adjusted grubby hands more comfortably across chest. Creed then grasped his right ear with his right hand and spat. Only there wasn't enough to make the stream impressive. So preacher paused, working his mouth vigorously, trying to collect more spit. Another pucker and heave. Ah! Better! Sermon now resumed: "Friends and neighbors, we air lookin' on Brother Holcombe's face for the last time." (Impressive pause.). "Praise the Lord! We ain't never goin' see him again in this life." (Impressive pause.). "Praise the Lord!" Small preacher was now really getting warmed up. He remembered something he must have heard at the last real funeral. Hearty spit first, more pulling of ear: "You air enjoyin' life now, folks. Me, I used to git pleasured and enjoy life too. But now that I've got religion, I don't enjoy life no more." At this point I retreated behind the door lest I betray my presence by laughing aloud.

you must identify whether they have demonstrated themselves to be extraordinary in some way. The most obvious demonstration is outstanding performance within an outstanding peer group. If you’re less than excited to hire someone for a particular job, don’t do it. The two of you will probably make each other miserable.

This is not to say that everybody with ADHD suffers from poor work performance; many are quite consistent and productive workers, and some are truly outstanding employees. Available data simply indicate that the executive function impairments of ADHD significantly increase the risk that affected adults will have significant problems with employment.

To Polish the Gold & Help Others Shine . . . Catch people doing things right: Outstanding leaders know that people will be more engaged, perform at higher levels, and be more loyal when they are appreciated and celebrated. Jeff West, international speaker and author of The Unexpected Tour Guide, shares that “People will jump over high hurdles, fight fires and break through walls for leaders who find them doing things right. Building that kind of chemistry is essential if a team is going to jell.” Capitalize on the opportunity to notice what people are doing right at work and at home and they will deliver their best. As the old saying goes, “A person who feels appreciated will always do more than expected.

In a seminal 1981 paper, the economist Sherwin Rosen worked out the mathematics behind these “winner-take-all” markets. One of his key insights was to explicitly model talent—labeled, innocuously, with the variable q in his formulas—as a factor with “imperfect substitution,” which Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best. Therefore, if you’re in a marketplace where the consumer has access to all performers, and everyone’s q value is clear, the consumer will choose the very best. Even if the talent advantage of the best is small compared to the next rung down on the skill ladder, the superstars still win the bulk of the market.

The textbooks of history prepared for the public schools are marked by a rather naive parochialism and chauvinism. There is no need to dwell on such futilities. But it must be admitted that even for the most conscientious historian abstention from judgments of value may offer certain difficulties. As a man and as a citizen the historian takes sides in many feuds and controversies of his age. It is not easy to combine scientific aloofness in historical studies with partisanship in mundane interests. But that can and has been achieved by outstanding historians. The historian's world view may color his work. His representation of events may be interlarded with remarks that betray his feelings and wishes and divulge his party affiliation. However, the postulate of scientific history's abstention from value judgments is not infringed by occasional remarks expressing the preferences of the historian if the general purport of the study is not affected. If the writer, speaking of an inept commander of the forces of his own nation or party, says "unfortunately" the general was not equal to his task, he has not failed in his duty as a historian. The historian is free to lament the destruction of the masterpieces of Greek art provided his regret does not influence his report of the events that brought about this destruction. The problem of Wertfreíheit must also be clearly distinguished from that of the choice of theories resorted to for the interpretation of facts. In dealing with the data available, the historian needs ali the knowledge provided by the other disciplines, by logic, mathematics, praxeology, and the natural sciences. If what these disciplines teach is insufficient or if the historian chooses an erroneous theory out of several conflicting theories held by the specialists, his effort is misled and his performance is abortive. It may be that he chose an untenable theory because he was biased and this theory best suited his party spirit. But the acceptance of a faulty doctrine may often be merely the outcome of ignorance or of the fact that it enjoys greater popularity than more correct doctrines. The main source of dissent among historians is divergence in regard to the teachings of ali the other branches of knowledge upon which they base their presentation. To a historian of earlier days who believed in witchcraft, magic, and the devil's interference with human affairs, things hàd a different aspect than they have for an agnostic historian. The neomercantilist doctrines of the balance of payments and of the dollar shortage give an image of presentday world conditions very different from that provided by an examination of the situation from the point of view of modern subjectivist economics.

These are essentially five such practices—five such habits of the mind that have to be acquired to be an effective executive: 1.    Effective executives know where their time goes. They work systematically at managing the little of their time that can be brought under their control. 2.    Effective executives focus on outward contribution. They gear their efforts to results rather than to work. They start out with the question, “What results are expected of me?” rather than with the work to be done, let alone with its techniques and tools. 3.    Effective executives build on strengths—their own strengths, the strengths of their superiors, colleagues, and subordinates; and on the strengths in the situation, that is, on what they can do. They do not build on weakness. They do not start out with the things they cannot do. 4.    Effective executives concentrate on the few major areas where superior performance will produce outstanding results. They force themselves to set priorities and stay with their priority decisions. They know that they have no choice but to do first things first—and second things not at all. The alternative is to get nothing done. 5.    Effective executives, finally, make effective decisions. They know that this is, above all, a matter of system—of the right steps in the right sequence. They know that an effective decision is always a judgment based on “dissenting opinions” rather than on “consensus on the facts.” And they know that to make many decisions fast means to make the wrong decisions. What is needed are few, but fundamental, decisions. What is needed is the right strategy rather than razzle-dazzle tactics

In a seminal 1981 paper, the economist Sherwin Rosen worked out the mathematics behind these “winner-take-all” markets. One of his key insights was to explicitly model talent—labeled, innocuously, with the variable q in his formulas—as a factor with “imperfect substitution,” which Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best.

In the context of the work environment, emotional intelligence enables three important skill sets: stellar work performance, outstanding leadership, and the ability to create the conditions for happiness. Stellar

Hearing a succession of mediocre singers does not add up to a single outstanding performance

Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best.

Hearing a succession of mediocre singers does not add up to a single outstanding performance.

Princeton University mathematician York Dobyns found that the seven years of new PEAR RNG results closely replicated the preceding three decades of RNG studies reviewed in the meta-analysis.37 That is, our 1989 prediction had been validated. Because the massive PEAR database provides an exceptionally strong confirmation that mind-matter interactions really do exist, we can confidently use it to study some of the factors influencing these effects. Psychologist Roger Nelson and his colleagues found that the main RNG effect for the full PEAR database of 1,262 independent experiments, generated by 108 people, was associated with odds against chance of four thou sand to one.38 He also found that there were no “star” performers—this means that the overall effect reflected an accumulation of small effects from each person rather than a few outstanding results from “special people.” This finding confirms the expectation that mind-matter interaction effects observed in the hundreds of studies collected in the 1989 RNG meta-analysis were part of a widespread ability distributed throughout the population, and were not due to a few psychic “superstars” or a few odd experiments. Further analysis of the PEAR data showed that the results in individual trials were best interpreted as small changes in the probabilities of individual random events rather than as a few instances of wildly large effects. This means that the results cannot be explained by unexpected glitches in the RNG devices, or by strange circumstances in the lab (like a circuit breakdown). Rather, the effects were small but consistent across individual trials, and across different people.39 If we accept that one person can affect the behavior of an RNG, another question naturally arises: would two people together produce a larger effect? The PEAR database included some experiments where cooperating pairs used the same mental intention on the same RNG. Analysis of these data found that, on average, the effects were indeed larger for pairs than for individuals working alone. However, two people didn’t automatically get results that were twice as large as one person’s results. Instead, the composition of the pairs was important in determining the outcome. Same-sex pairs, whether men or women, tended to achieve null or slightly negative outcomes, whereas opposite-sex pairs produced an effect that was approximately twice that of individuals. Moreover, when the pair was a “bonded” couple, such as spouses or close family members, the effect size was more than four times that of individuals.

Princeton University mathematician York Dobyns found that the seven years of new PEAR RNG results closely replicated the preceding three decades of RNG studies reviewed in the meta-analysis.37 That is, our 1989 prediction had been validated. Because the massive PEAR database provides an exceptionally strong confirmation that mind-matter interactions really do exist, we can confidently use it to study some of the factors influencing these effects. Psychologist Roger Nelson and his colleagues found that the main RNG effect for the full PEAR database of 1,262 independent experiments, generated by 108 people, was associated with odds against chance of four thou sand to one.38 He also found that there were no “star” performers—this means that the overall effect reflected an accumulation of small effects from each person rather than a few outstanding results from “special people.” This finding confirms the expectation that mind-matter interaction effects observed in the hundreds of studies collected in the 1989 RNG meta-analysis were part of a widespread ability distributed throughout the population, and were not due to a few psychic “superstars” or a few odd experiments. Further analysis of the PEAR data showed that the results in individual trials were best interpreted as small changes in the probabilities of individual random events rather than as a few instances of wildly large effects. This means that the results cannot be explained by unexpected glitches in the RNG devices, or by strange circumstances in the lab (like a circuit breakdown). Rather, the effects were small but consistent across individual trials, and across different people.39 If we accept that one person can affect the behavior of an RNG, another question naturally arises: would two people together produce a larger effect? The PEAR database included some experiments where cooperating pairs used the same mental intention on the same RNG. Analysis of these data found that, on average, the effects were indeed larger for pairs than for individuals working alone. However, two people didn’t automatically get results that were twice as large as one person’s results. Instead, the composition of the pairs was important in determining the outcome. Same-sex pairs, whether men or women, tended to achieve null or slightly negative outcomes, whereas opposite-sex pairs produced an effect that was approximately twice that of individuals. Moreover, when the pair was a “bonded” couple, such as spouses or close family members, the effect size was more than four times that of individuals. There were also some gender differences. PEAR lab psychologist Brenda Dunne found that women tended to volunteer more time to the experiments, and thus they accumulated about two-thirds of the full database, compared with one-third for men. On the other hand, their effects were smaller on average than those of men, with odds of the difference being due to chance at eight hundred to one.

Conventional wisdom tells us that we learn from our mistakes. The strengths movement says that all we learn from mistakes are the characteristics of mistakes.

We measured transformational leadership using survey questions adapted from Rafferty and Griffin (2004):1 My leader or manager: (Vision) ​–​Has a clear understanding of where we are going. ​–​Has a clear sense of where he/she wants our team to be in five years. ​–​Has a clear idea of where the organization is going. (Inspirational communication) ​–​Says things that make employees proud to be a part of this organization. ​–​Says positive things about the work unit. ​–​Encourages people to see changing environments as situations full of opportunities. (Intellectual stimulation) ​–​Challenges me to think about old problems in new ways. ​–​Has ideas that have forced me to rethink some things that I have never questioned before. ​–​Has challenged me to rethink some of my basic assumptions about my work. (Supportive leadership) ​–​Considers my personal feelings before acting. ​–​Behaves in a manner which is thoughtful of my personal needs. ​–​Sees that the interests of employees are given due consideration. (Personal recognition) ​–​Commends me when I do a better than average job. ​–​Acknowledges improvement in my quality of work. ​–​Personally compliments me when I do outstanding work.

most of the raves workers give their employers were based on three corporate traits. First, “a powerful visionary leader,” one who “demands but also inspires them to give their best.” Second, “they offer a physical environment that makes work enjoyable.” Third, “they frame their work as part of a deep rewarding purpose that employees find fulfilling.” It also stated that “high morale and outstanding performance emphatically go together.

Kids are one of natural most perfect learning devices. With just a little knowing, a kid can be activated and kept content. Starting early in your kid's growth can do wonderful factors for their psychological growth in later years, and provides them a large boost over other kids their age. Comprehend youngsters are designed to comprehend. Regular actions, such as offering, diapering, enjoying, executing, going for a generate in the child baby stroller, and getting bears from Grandpa are all "educational". You do not need to do synthetic actions or extremely concentrate on "educational activities" for a kid to succeed. Care for the kid. A kid needs a full belly, a dry diaper, a comfortable atmosphere, and really like for the best possible growth. Discuss to the kid. Provide a "play by play" of what you're doing (making a cup of tea, modifying a diaper, confirming the email box. Take part in kid talk; it's designed to stimulate a kid. Read a book together. Increase and massage. Kids really like to move their systems. Learn kid massage and kid yoga exercise exercises, which help comfortable, revitalize, and stimulate. But simply shifting the kid in a way he or she likes (like clapping arms, wearing coming back and forth, "So Big!") is outstanding work out, and properly rubbing kid down with kid massage oil is outstanding for sensitive growth. Acquire a execute gym or action gym. These are generally a company recommended with children from child up to about 12 months. They mostly come in the form of comfortable, quilted or properly cushioning execute shields, sometimes raised at the edges with a space in the center for kid. They can include detachable, holding locations for small children to try to comprehend. They usually have locations that are crinkle, smooth, scrunchy styles for kid to touch, media and action. Some come with bright dazzling illumination and alarm systems and others make insane seems to be, or musical show show seems to be, and some even do both. Look around. Kids are fascinated by factors grownups take for granted: Automobiles visiting outside the screen, tanks, vegetation provided by the wind, failing outfits in the outfits clothing dryer. Go outside A child baby stroller generate can be very interesting, going to uncommon new locations like the mailing service, bakery, recreation area, and so on.Drive your car, which has best car accessories, and go for a have a eat outside. Perform to the kid. Perform child's room music, TV jingles, your popular.Play with the kid. Conventional activities like "Peek-A-Boo" or cheap baby toys, the hug the kid's belly, shifting a football coming back and forth on are outstanding kid actions. Dance with the kid in your arms.

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The radical idea at the core of the strengths movement is that excellence is not the opposite of failure, and that, as such, you will learn little about excellence from studying failure.

One of his key insights was to explicitly model talent—labeled, innocuously, with the variable q in his formulas—as a factor with “imperfect substitution,” which Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best.

Vision. Has a clear understanding of where the organization is going and where it should be in five years. Inspirational communication. Communicates in a way that inspires and motivates, even in an uncertain or changing environment. Intellectual stimulation. Challenges followers to think about problems in new ways. Supportive leadership. Demonstrates care and consideration of followers’ personal needs and feelings. Personal recognition. Praises and acknowledges achievement of goals and improvements in work quality; personally compliments others when they do outstanding work.

​–​Considers my personal feelings before acting. ​–​Behaves in a manner which is thoughtful of my personal needs. ​–​Sees that the interests of employees are given due consideration. (Personal recognition) ​–​Commends me when I do a better than average job. ​–​Acknowledges improvement in my quality of work. ​–​Personally compliments me when I do outstanding work.

Commit to Priorities Set the appropriate cadence for your OKR cycle. I recommend dual tracking, with quarterly OKRs (for shorter-term goals) and annual OKRs (keyed to longer-term strategies) deployed in parallel. To work out implementation kinks and strengthen leaders’ commitment, phase in your rollout of OKRs with upper management first. Allow the process to gain momentum before enlisting individual contributors to join in. Designate an OKR shepherd to make sure that every individual devotes the time each cycle to choosing what matters most. Commit to three to five top objectives—what you need to achieve—per cycle. Too many OKRs dilute and scatter people’s efforts. Expand your effective capacity by deciding what not to do, and discard, defer, or deemphasize accordingly. In choosing OKRs, look for objectives with the most leverage for outstanding performance. Find the raw material for top-line OKRs in the organization’s mission statement, strategic plan, or a broad theme chosen by leadership. To emphasize a departmental objective and enlist lateral support, elevate it to a company OKR.

The definition of the best team member is someone who fits-in easily, but stands out with their outstanding performance.

Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best. Therefore, if you’re in a marketplace where the consumer has access to all performers, and everyone’s q value is clear, the consumer will choose the very best. Even if the talent advantage of the best is small compared to the next rung down on the skill ladder, the superstars still win the bulk of the market.

My leader or manager: (Vision) ​–​Has a clear understanding of where we are going. ​–​Has a clear sense of where he/she wants our team to be in five years. ​–​Has a clear idea of where the organization is going. (Inspirational communication) ​–​Says things that make employees proud to be a part of this organization. ​–​Says positive things about the work unit. ​–​Encourages people to see changing environments as situations full of opportunities. (Intellectual stimulation) ​–​Challenges me to think about old problems in new ways. ​–​Has ideas that have forced me to rethink some things that I have never questioned before. ​–​Has challenged me to rethink some of my basic assumptions about my work. (Supportive leadership) ​–​Considers my personal feelings before acting. ​–​Behaves in a manner which is thoughtful of my personal needs. ​–​Sees that the interests of employees are given due consideration. (Personal recognition) ​–​Commends me when I do a better than average job. ​–​Acknowledges improvement in my quality of work. ​–​Personally compliments me when I do outstanding work.

Carnival Cruise Lines has its own successful way of doing things, which in this case involved creating a musical group called “The Hot Shots!” The word “Fantastic” comes to mind when thinking of this musical group! Each member auditioned separately at the Carnival rehearsal facility in Miami and then rehearsed as a group until they were ready for the big leagues aboard ship. Fortunately for me and my team, which includes Jorge Fernandez, a former guitar player from Cuba and now a top flight structural engineer in the Tampa Bay area, who helps me with much of my technical work; Lucy Shaw, Chief Copy Editor; Ursula Bracker, Proofer, and lucky me Captain Hank Bracker, award winning author (including multiple gold medals), were aboard the Carnival Legend and were privileged to listen to and enjoy, quite by chance, music that covered everything from Classical Rock, to Disco, to Mo Town and the years in between. Talented Judith Mullally, Carnival’s Entertainment Director, was on hand to encourage and partake in the music with her outstanding voice and, not to be left out, were members of the ship’s repertory cast, as well as the ship’s Cruise Director. The popular Red Frog lounge on the Carnival Legend was packed to the point that one of the performances had to be held on the expansive Lido deck. However, for the rest of the nights, the lounge was packed with young and old, singing and dancing to “The Hot Shots!” - a musical group that would totally pack any venue in Florida. Pheona Baranda, from the Philippines, is cute as a button and is the lead female singer, with a pitch-perfect soprano voice. Lucas Pedreira, from Argentina, is the lead male singer and guitar player who displayed endless energy and the ability to keep the audience hopping! Paulo Baranda, Pheona’s younger brother, plays the lead guitar to perfection and behind the scenes is the band’s musical director and of course is also from the Philippines. Ygor, from Israel, is the “on the money” drummer who puts so much into what he is doing, that at one point he hurt his hand, but refused to slow down. Nick is the bass guitar player, from down under New Zealand, and Marina, the piano and keyboard player, hails from the Ukraine. As a disclaimer I admit that I hold shares in Carnival stock but there is nothing in it for me other than the pleasure of listening to this ultra-talented group which cannot and should not be denied. They were and still are the very best! However, I am sorry that just as a “Super Nova” they unfortunately can’t last. Their bright shining light is presently flaring, but this will only be for a fleeting moment and then will permanently go to black next year on January 2, 2020. That’s just the way it is, but my crew and I, as well as the many guests aboard the Carnival Legend, experienced music seldom heard anywhere, any longer…. It was a treat we will remember for years to come and we hope to see them again, as individual musical artists, or as perhaps with a new group sometime in the near future!

Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best. Therefore, if you’re in a marketplace where the consumer has access to all performers, and everyone’s q value is clear, the consumer will choose the very best. Even if the talent advantage of the best is small compared to the next rung down on the skill ladder, the

In a seminal 1981 paper, the economist Sherwin Rosen worked out the mathematics behind these “winner-take-all” markets. One of his key insights was to explicitly model talent—labeled, innocuously, with the variable q in his formulas—as a factor with “imperfect substitution,” which Rosen explains as follows: “Hearing a succession of mediocre singers does not add up to a single outstanding performance.” In other words, talent is not a commodity you can buy in bulk and combine to reach the needed levels: There’s a premium to being the best. Therefore, if you’re in a marketplace where the consumer has access to all performers, and everyone’s q value is clear, the consumer will choose the very best.

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