Game Changer Summary

How can you find talent that delivers ten times the value of ordinary employees, and once you do, how do you keep them inspired?

1. Find the rare 10xers

A 10xer is someone who delivers ten times the value of an average employee thanks to their combination of skills, creativity, and motivation. These high-caliber workers are not only highly capable but are driven to consistently outperform expectations. In today’s fast-changing work environment, companies benefit enormously when they find and nurture these exceptional individuals.

10xers are not confined to any specific field, but the term originated in the tech industry. These people often exhibit both a high IQ and high emotional intelligence, making them smart yet intuitive team players. They thrive on challenges and are passionate about their work, often putting extra effort into side projects like open-source contributions simply because they love what they do. This innate drive and curiosity set them apart from others.

An example comes from a start-up with 36 employees struggling to meet its goals despite the size of its team. After onboarding just three 10x developers, they saw a drastic transformation. Within two weeks, they reduced their operational team to only these three hires – proof of the immense value 10xers bring.

Examples

• 10xers often work on personal projects like open-source software, showing passion beyond monetary incentives.
• A 36-member team was downsized to three, thanks to the effectiveness of three 10xers.
• Employers find 10xers outperform average colleagues by a significant margin, saving costs and boosting productivity.

2. Set them free to succeed

Bringing a 10xer onto your team is like acquiring a high-performance car – their potential is unmatched, but only when managed correctly. Traditional prescriptive management styles stifle their ability to achieve greatness. Instead, companies need to give them the freedom and support they need to work on their terms.

Modern work environments have evolved toward greater flexibility. With technology enabling remote work and irregular hours, it no longer matters when or where work gets done. Many 10xers find their most productive periods during unconventional times. Companies that accommodate this are rewarded with exceptional results, as 10xers excel in "flow states" – periods of intense focus and creativity.

Ryan, a remote developer in a cybersecurity firm, is a prime example. By allowing him the flexibility of remote work and unstructured hours, his company enabled him to solve a complex data issue outside his direct responsibilities. The result? A groundbreaking solution that furthered the company’s goals beyond expectations.

Examples

• Offering flexible remote work allowed Ryan to solve a problem outside his main role.
• Modern companies are increasingly doing away with rigid 9-to-5 schedules to support productivity.
• Psychologists emphasize the flow state, which occurs when people work without distractions.

3. Motivate and connect with 10xers

10xers aren’t driven solely by money or promotions; they’re moved by a unique combination of personal and professional factors. To get peak performance, managers must tap into these motivations. This requires treating employees as individuals, understanding their needs, and fostering genuine connections.

Unlike older workplace models that emphasized rigid hierarchies, modern companies value flexibility and inclusion. Managers must now act as mentors rather than authoritarian figures. Understanding what drives each employee is key – a young, single developer might want exciting projects, while a mid-career professional might prioritize work-life balance. By tailoring their management style, leaders can bring out the best in their team members.

Media company owner Jesse Lee is a model for this approach. He brings employees into creative discussions, organizes regular work-life balance workshops, and supports personal growth. His leadership makes younger, talented workers loyal and engaged.

Examples

• Managers should personalize interactions to suit diverse employee needs and life stages.
• Leaders like Jesse Lee create environments that balance flexibility and purpose.
• Engaged, motivated workers are less likely to jump to other opportunities.

4. Spot the "success impulse"

Great hires share one crucial trait: they’re naturally inclined to improve themselves. This “success impulse” is what makes 10xers stand out. Unlike employees who become their own worst enemy, 10xers avoid behaviors like poor communication or unnecessary conflict, focusing instead on learning and growth.

Hiring managers need to identify this trait during recruitment. Often, they look for people with clear goals, who communicate effectively, and who are relentless in pursuing growth. A useful way to gauge this during interviews is by asking unique questions. Scott Goldsmith, for instance, asks candidates to rate their "weirdness" on a scale. Those who confidently explain why they’re unusual tend to illustrate their openness to new ideas and challenges.

Lowenhar, a start-up consultant, emphasizes spotting people who value learning over being right. Candidates with a success impulse demonstrate curiosity and collaboration, which are hallmarks of their high performance.

Examples

• The “weirdness” question helps uncover confident and unique applicants.
• Lowenhar avoids candidates focused on being right instead of growing.
• A desire for constant learning defines candidates with strong potential.

5. Build trust with honest communication

Trust between a manager and their 10xers is vital to maintaining a productive relationship. To build trust, managers need clear and consistent communication. Open dialogues foster mutual respect, while small gestures go a long way in strengthening these connections.

Trust forms when people deliver on their promises. Managers who are upfront about expectations, progress, and challenges help create credibility in the workplace. Conversely, failing to communicate or overpromising – even with good intentions – erodes trust quickly. For example, a medical start-up damaged its reputation by consistently missing deadlines it had prematurely set.

Behavior expert Robin Dreeke advises leaders to showcase vulnerability and a willingness to sacrifice for others. When managers put their employees’ needs first, they create a trust-based relationship that encourages loyalty and collaboration.

Examples

• Being honest about delays or potential issues builds trust, not mistrust.
• Over-promising investors led one company to lose 10xer confidence and clients.
• Demonstrating sacrifice and humility can strengthen team loyalty.

6. Let an advocate speak for you

When negotiating contracts or promotions, people often undersell themselves, feeling awkward about self-promotion. 10xers, despite their value, can also struggle to advocate for proper recognition. This is where third-party endorsements come in to convey their worth.

Solomon and Blumberg discovered that 10xers negotiating alone often accepted salaries far below their market value. Enter a knowledgeable third party – someone who understands their strengths and industry – and the scenario changes dramatically. Advocates are in a better position to negotiate aggressively and without personal reservations.

Take the authors’ talent agency as an example: once they began representing 10xers in negotiations, these workers earned three times their previous salaries. A well-informed advocate adds credibility and ensures workers receive the compensation they deserve.

Examples

• Advocates secure better pay and roles for 10xers compared to self-negotiation.
• Trusted representatives bring knowledge and objectivity to tricky discussions.
• Blumberg’s agency increased one client’s earnings threefold through negotiation.

7. Be both talent and manager

In today’s workforce, the line between talent and management is increasingly blurred. A great manager needs talent-level skills, and a great 10xer often leads teams as a manager. Mastering both roles boosts professional versatility and overall success.

For example, superstar musicians function as both creative talent and logistical managers during tours. Jason Rubenstein, a developer, excels in his field partly because he doesn’t just write code – he also mentors colleagues and manages tasks. This ability to move fluidly between roles makes hybrid professionals adaptable and indispensable.

Learning to balance these dual roles is invaluable, even if it means seeking external guidance. Cathy, who managed a global marketing team, reached out for leadership coaching and found herself better equipped to lead after embracing both identities.

Examples

• Successful rock musicians combine leadership and creativity on tour.
• Jason Rubenstein’s dual role as coder and mentor sets him apart.
• Cathy leveraged leadership coaching to grow her management skills.

8. The power of creative challenges

The most successful 10xers thrive when given creative challenges. They often go beyond their defined roles, drawn toward problem-solving opportunities that capture their interest. Providing space for these efforts only encourages their extraordinary drive.

Ryan, the developer in a cybersecurity start-up, wasn’t hired to address a complex data science issue – but he solved it anyway. By stepping outside traditional boundaries and taking initiative, he showcased why top talent excels under flexible management.

Examples

• Creative challenges ignite passion and encourage innovation.
• Open-ended responsibilities foster independence and unique solutions.
• Flexible hiring enabled Ryan to contribute to tasks beyond expectations.

9. Embrace work beyond titles

Managers must encourage workers to pursue projects aligned with broader goals, not just formal titles. Delegation built on trust allows freedom and growth. Strong leaders recognize that employees perform best when allowed to explore passion projects.

Examples

• Title-less responsibility boosts creativity.
• Projects aligning personal/professional goals motivate better outcomes.

Takeaways

1. Ask thoughtful and creative questions during interviews to uncover confident, passionate candidates.
2. Build adaptable management habits by setting expectations clearly and prioritizing employee relationships.
3. Recognize the need for flexibility: allow teams to shift focus and explore unorthodox work schedules.