Achievers typically work quietly without calling attention to their accomplishments, but they are easy to recognize once you know to look for the following attributes:

• Motivate those around them by their determination to succeed.
• Operate intuitively with little direction and limited supervision.
• Accept challenging assignments that others cannot or will not do.
• Seek opportunities to grow personally and develop professionally.
• Expand their relational effectiveness by sharing information and expertise.
• Reach across jurisdictional boundaries to form alliances and build coalitions.
• Encourage others by their propensity to enjoy what they do and have fun doing it.

These behaviors are highly prized by most employers. Such is not the case, however, in situations where taking the initiative violates cultural norms. Stories of achievers, who have suffered from rejection, as a result of accomplishing more than what was required of them, are commonplace. You might have a story or two to tell yourself.

Here is one example: Frustrated by the lack of earning potential, the top salesman for a Chicago-based merchandizer was lured away by a California firm to promote their new product line. It was going well for him until he scheduled an out-of-town meeting with a buyer from a large company on the same day as his company’s annual charity golf tournament.

His action had mixed results. Although he landed the biggest contract his company had ever known, he was fired upon his return. Missing the most important public relations event of the year in the eyes of his employer was evidence that he was not a team player.

He was not unemployed for long. When he contacted the company that had placed the big order to let them know why he would not be handling their account, they immediately hired him for their west coast expansion.

In short order his sales records exceeded their expectations. Delighted with his performance, they offered him the position as national sales director. The promotion came with a handsome salary, stock options, and an executive suite at their Minneapolis headquarters.

Being responsible for the actions of others, moving back to the mid-west, and living on a fixed income didn’t appeal to him. So, he turned down their offer. They immediately terminated his contract without any explanation or compensation.

All was not lost. Realizing their mistake in letting him go, his previous employer hired him back. It was not long before he was setting new sales records, which earned him bigger commissions.

As his income approached that of upper management, his compensation plan was revised to limit his earnings. It didn’t slow him down. Still annoyed by his rising income, they took away his commission and put him on a fixed salary. Realizing he was fighting a losing battle, he resigned.

Like many achievers who mistakenly believe performance is what matters most, he was blindsided by how he was perceived by those who controlled his paycheck. He was so focused on raising the bar that he missed the signals that his behavior was unacceptable. Fortunately, he learned from this string of rejections and became very successful at finding workplaces where his achievements were highly valued and richly rewarded.