What High-Performing Leaders Actually Do Differently From The Rest

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Getting on Boards Masterclass by Karen Hsiung & Laura McLennan from Edgepath Talent Solutions

Edgepath Talent Solutions is a Canadian, female-led executive search firm specializing in full-cycle recruitment and executive search. With a relationship-driven and highly tailored approach, they partner with organizations to identify and place top-tier leadership talent — from senior management to CEO and board-level roles.

Through Board Path, they extend this work by helping professionals get on the path to board opportunities — particularly in the non-profit space, connecting talent with open board roles and creating access to governance experience.

In this Executiv Masterclass, they’ll break down:

• How to position yourself for board opportunities

• What boards are actually looking for (and what most people get wrong)

• How to build the right network and visibility to get considered for board opportunities

• The practical steps to land your first board seat

👉 Not a member but want access?
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Most leaders aspire to be high-performing leaders. Some succeed but many don’t. That is what I have seen in my corporate career and most of you reading this will agree.

High-performance cultures are also rare. I have worked at top organizations, and even there, I would argue that less than 5% of leaders are high-performing.

Yet, everyone wants to believe they are seen as "top talent" and "high-performing leaders," and have blinders on about how they are truly perceived.

I have reported (directly or indirectly) into some exceptional leaders and CEOs. Exceptional even by my definition which is a very high bar.

They are not like the everyone else.

They show up differently. They deliver great results. And, they are also loved by their people.

This is not about how many logos they have on their resume or the size of the business they lead, but rather what they fundamentally believe in.

They can't stand complacency. They aim for excellence and raise the bar.

Here's what the great ones get right:

They have high expectations.

One of my favourite quotes of all time is from legendary 49ers coach Bill Walsh which says, "Champions behave like champions before they're champions; they have a winning standard of performance before they are winners." They have a vision for themselves as a leader, and aspire to greatness. They are not trying to be an A player in a B company. They want to be an AAA player in an A+ company. Talented leaders want to work with other talented leaders.

High-performing leaders also have a clear picture of what excellence looks like for their team. It is a real standard, and they hold it consistently, even when it's not the popular thing to do. They don't let good enough become the norm. That's worth repeating. Good enough is not good enough for them.

They believe in their team's potential and they coach them to get there.

Try this:

Write down, in one sentence, what A+ work looks like on your team. If you can't, your team can't either.

They have tough conversations and lean into them.

This is the one that sets the truly exceptional leaders apart from the rest. High-performing leaders are not afraid of tough conversations. This is a foundational skill that most leaders avoid learning. I have worked with CEOs that shy away from giving feedback and sugar coat it to a point where it becomes completely useless.

Those that build and lead elite teams don’t let performance issues slide. They have performance conversations often because it is the right and kind thing to do. They pair that with the right support, coaching, and a development plan.

Try this:

Identify the one performance conversation you have been avoiding. Put it on your calendar next week. You don’t need to wait until the official mid year check-in to have this conversation.

They take big bets.

Think of the greatest leaders on planet earth. Go ahead, close your eyes and see who pops up for you. I will bet they are ones who took huge swings. They are not risk averse. They pick a direction and commit. Then they galvanize the entire organization to get behind it.

Playing it safe feels responsible but usually just produces safe, average results. The leaders I admire most are willing to be wrong about something bold. They would rather fail trying than succeed at something small.

Try this:

Look at your current product or business roadmap. Cross out two safest bets and replace them with one bold one.

They back their team with real resources.

Many leaders set big goals, communicate the vision, and then leave their teams to figure it out. That is not leadership.

High-performing leaders ask a different question altogether. Do we actually have what we need in place to do this well? Then they go to bat for the budget, headcount, and the right tools. A high expectation without the appropriate resources is not a winning strategy. It's unnecessary pressure and chaos for the organization.

Try this:

For every big goal on your team's plate, ask your directs one question: what do you need to do this really well?

They are ruthless with their time.

If you know me, you know this is my number one non-negotiable. High-performing leaders are not available for everything. They say no, a lot. They cut out meetings that don't need to happen. They know exactly where they create the most value and they operate in their zone of genius (usually). They also protect their team's time. Scattered attention produces scattered results.

Try this:

Audit your calendar from last week. Cancel or decline two recurring meetings that don't need you in the room. They usually don’t if you’re sitting there checking your emails anyway.

Executiv New Executive Leaders Coaching Program is Now Enrolling

Our New Executive Leaders Coaching Program is an 8-week immersive leadership coaching experience for women leaders, Directors and VPs combining:

• 30-minute weekly LIVE leadership lesson
• 60-minute weekly personalized executive coaching
• Peer-advisory, practical problem solving, and discussions

Leadership Capabilities Developed:
✓ Shift from doer to strategic leader
✓ Build high-performing teams with clear accountability
✓ Navigate politics and stakeholder dynamics
✓ Communicate with executive presence
✓ Strengthen visibility and leadership brand

Confidence & Mindset Growth:
✓ Increased confidence to lead at the executive level
✓ Clarity on vision and values
✓ Tools to manage stress and avoid burnout

Across 8 weeks, you will move from uncertainty to action, equipped with a clear 90-day roadmap, elevated influence, and real change in your confidence level to lead effectively and deliver results.

Led by Sara Curwen, Executiv Core Coach, former COO, and Harvard MBA with deep expertise in Supply Chain and Operations across Food & Beverage and CPG. She is known for building high-performing teams, leading transformations, and translating strategy into measurable results.

Sara brings a bias for action and a passion for developing confident, accountable leaders.

Program Starts: April 28th 2026

To learn more and explore if our coaching program is right for you, book a call with us here.

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“Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.”

Steve Jobs