Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact

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Impact Players: An Introduction

In today’s fast-paced business environment, certain individuals rise above the rest—not just excelling in their roles but profoundly impacting their organizations. In Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact, Liz Wiseman explores what differentiates high-impact professionals from their equally talented but less influential peers.

For entrepreneurs, executives, and leaders striving for growth and innovation, this book offers invaluable insights into how individuals can transition from being competent contributors to true impact players. By applying the lessons from Wiseman’s research, businesses can foster a culture of initiative, resilience, and sustained excellence.

Relevance to Leaders and Entrepreneurs

Leadership and entrepreneurship thrive on adaptability, problem-solving, and proactive behavior—traits Wiseman attributes to Impact Players. Unlike standard contributors, who do their assigned jobs well, Impact Players seek out the most valuable contributions they can make, elevating both individual and team performance.

For instance, in a growing startup, an Impact Player doesn’t just execute their given responsibilities but identifies areas of opportunity, adapts to shifting priorities, and drives results in the face of uncertainty. This proactive approach ensures businesses stay agile, competitive, and innovative.

Business Application of Impact Player Principles

Take Adobe’s Maninder Sawhney as an example. Initially responsible for data analytics, he stepped up when he saw inefficiencies in how customer data was utilized. By redefining his role to address the actual problem rather than just executing his assigned tasks, he helped Adobe develop a more effective customer retention strategy—leading to a massive increase in revenue. This real-world example demonstrates how professionals who embrace an Impact Player mindset can drive measurable business success.

Summary of Main Ideas

Wiseman’s research identifies five key differentiators between Impact Players and standard contributors:

1. Do the Job That’s Needed: Rather than sticking rigidly to job descriptions, Impact Players identify and take ownership of the most pressing needs in their organization.
2. Step Up, Step Back: They take initiative in leadership gaps but know when to step back, allowing others to contribute effectively.
3. Finish Stronger: They persist through challenges, treating setbacks as opportunities to innovate rather than excuses to disengage.
4. Ask and Adjust: They actively seek feedback and recalibrate their approach to stay aligned with evolving goals.
5. Make Work Light: They reduce friction and create positive, high-functioning work environments by fostering collaboration rather than burdening their teams.

These five principles set apart individuals who make a lasting impact from those who simply meet expectations.

1. Impact Players: How the Best Make an Extraordinary Contribution

In Chapter 1 of Impact Players, Liz Wiseman introduces the concept of high-impact professionals—those who not only perform well in their roles but go beyond expectations to create significant value for their teams and organizations. She differentiates between three types of contributors:

1. Impact Players – Individuals who consistently deliver high-value contributions and are relied upon in critical moments.
2. Typical Contributors – Smart and hardworking professionals who perform well but do not have the same level of influence or impact.
3. Under-Contributors – Capable people who do not fully utilize their potential, often staying in their comfort zones or waiting for direction.

The chapter outlines what sets Impact Players apart and why their approach to work makes them indispensable.

The Mindset of an Impact Player

Impact Players see the workplace differently from their peers. Instead of merely doing their assigned jobs, they recognize what needs to be done and take ownership. They adapt to uncertainty, embrace change, and proactively seek ways to add value. Their effectiveness stems from their ability to think beyond their immediate responsibilities and align their efforts with the greater needs of the organization.

The Five Key Practices of Impact Players

1. Do the Job That’s Needed – Instead of sticking rigidly to their job descriptions, Impact Players identify the most pressing problems and take action. They step into gaps and solve issues that others overlook. For example, rather than waiting for instructions, they anticipate challenges and position themselves as problem-solvers.
2. Step Up, Step Back – Impact Players take the lead when necessary but do not hold onto control when their leadership is no longer needed. They understand when to take initiative and when to step back, allowing others to contribute. This ability to shift between leading and following creates a culture of shared responsibility and agility.
3. Finish Stronger – While many professionals escalate issues to their managers when things get difficult, Impact Players take ownership and push through challenges. They do not merely complete tasks; they ensure that the work is done well, overcoming obstacles with persistence and adaptability.
4. Ask and Adjust – Instead of resisting feedback, Impact Players seek it actively and use it to improve. They are quick to adapt to changing conditions and are constantly refining their approach based on new information. This makes them more agile and effective in dynamic environments.
5. Make Work Light – While some employees add to the burden of their teams by requiring constant guidance, Impact Players make work easier for everyone. They bring energy, enthusiasm, and a problem-solving mindset that reduces stress and improves team dynamics. Their presence lifts the collective performance of those around them.

The Business Impact of an Impact Player Mindset

Wiseman highlights how Impact Players are not just valuable contributors but catalysts for organizational success. They create a ripple effect, inspiring those around them to elevate their performance. Their proactive mindset makes them the go-to individuals in times of uncertainty, and they become trusted by leaders who need reliable problem-solvers.

A compelling example from the book is how a data analytics leader at Adobe, Maninder Sawhney, saw an opportunity to solve a critical business problem beyond his official job scope. Instead of simply presenting data, he identified a more strategic issue that needed attention and took ownership. His proactive approach led to a major improvement in Adobe’s customer analytics, earning him greater responsibility and influence within the company.

Why This Matters for Leaders and Entrepreneurs

For leaders and entrepreneurs, fostering an Impact Player mindset within their teams can significantly enhance productivity, innovation, and adaptability. Instead of managing employees who only do what they are told, leaders should cultivate a culture where individuals take initiative and contribute meaningfully to the company’s success. Entrepreneurs, in particular, benefit from hiring and developing Impact Players, as they are the ones who drive businesses forward in uncertain and competitive markets.

Steps to Becoming an Impact Player

1. Shift from a Job-Focused Mindset to an Impact-Focused Mindset – Instead of concentrating solely on job responsibilities, look at how you can create value beyond your role. Seek out opportunities where your contributions can make the most difference.
2. Own Problems, Don’t Just Identify Them – Many people point out problems, but Impact Players take the next step and find solutions. Adopt a problem-solving approach rather than waiting for instructions.
3. Adapt Quickly to Change – Embrace feedback, adjust to new circumstances, and remain flexible. The ability to pivot when conditions shift makes you more valuable in dynamic environments.
4. Be a Leader When Needed, a Team Player Always – Know when to step up and take charge, but also recognize when to step back and support others. Leadership is situational, and the best contributors know how to balance both roles.
5. Make Work Easier for Others – Instead of adding to the stress of your colleagues or manager, find ways to simplify work processes, bring positive energy, and enhance team collaboration.

Chapter 1 of Impact Players lays the foundation for understanding why some individuals rise above the rest in their organizations. By adopting the Impact Player mindset and focusing on the five key practices, professionals can increase their influence, deliver extraordinary value, and position themselves as indispensable members of their teams. Entrepreneurs and leaders who cultivate these qualities in their teams will create high-performance cultures where innovation and accountability thrive.

Wiseman’s insights provide a roadmap for anyone looking to maximize their contribution, stand out in their career, and drive meaningful impact in their workplace.

2. Making Yourself Useful: The Key to Becoming an Impact Player

Chapter 2 of Impact Players by Liz Wiseman delves into the first key practice that distinguishes high-impact professionals from typical contributors: making yourself useful. While many employees focus on completing the tasks outlined in their job descriptions, Impact Players go beyond this and ask, “What does the organization truly need right now?” Instead of waiting to be told what to do, they identify pressing challenges, adapt to new priorities, and position themselves as indispensable problem-solvers.

The Choice: Do Your Job or Do the Job That’s Needed

In every workplace, employees face a fundamental decision—stick to their assigned role or step up to address unmet needs. Wiseman argues that organizations are increasingly complex, with many critical tasks falling into gray areas where no one is officially responsible. While typical contributors stay within their defined roles, Impact Players recognize these gaps and take action. They focus not just on doing their jobs well but on ensuring that the most important work gets done.

A perfect example from the book is Wiseman’s own early career experience at Oracle. Initially, she wanted to work in leadership development, but the company needed someone to train employees on its software. Instead of insisting on her preferred role, she embraced the company’s most urgent need, learned the technology, and became an effective instructor. This decision ultimately led to more opportunities and a rapid rise in her career.

How to Make Yourself Useful Like an Impact Player

1. Recognize the Real Work That Needs to Be Done – Instead of blindly following your job description, observe where your team or organization is struggling. What problems are slowing down progress? What tasks keep getting ignored because no one is officially responsible? Impact Players pay attention to these gaps and step in where they can be most helpful.
2. Adopt a Service-Oriented Mindset – Instead of asking, “What do I want to do?” start asking, “How can I help?” Impact Players focus on adding value where it’s needed most, even if it means stepping out of their comfort zones. By shifting from a personal-interest perspective to a service mindset, they earn trust and credibility within their organizations.
3. Be Willing to Work Outside Your Comfort Zone – Many people hesitate to take on unfamiliar tasks because they fear making mistakes or looking inexperienced. However, Impact Players are not afraid to stretch beyond their expertise. They see new challenges as opportunities to learn and grow, which makes them more adaptable and resourceful over time.
4. Stay Flexible and Adapt to Changing Priorities – In dynamic environments, priorities shift constantly. Instead of clinging to outdated goals, Impact Players remain agile. They are quick to adjust their focus and reallocate their efforts based on what the organization needs at any given moment.
5. Solve Problems Instead of Just Identifying Them – Many employees point out problems but leave it to their managers to find solutions. Impact Players take the next step. When they notice an issue, they don’t just report it—they propose solutions, test ideas, and take ownership of fixing it. This initiative makes them invaluable to their teams.
6. Contribute to the Bigger Picture – Typical employees often get caught up in completing tasks without considering how their work fits into the organization’s broader mission. Impact Players think strategically. They align their efforts with the company’s overall objectives, ensuring that their contributions drive meaningful results rather than just checking off to-do lists.

The Business Impact of Making Yourself Useful

Wiseman highlights that the employees who step up to do the job that’s needed—not just the job they were hired for—are the ones who gain influence, leadership opportunities, and long-term career success. These individuals are the ones whom managers trust with high-profile assignments and critical challenges.

For entrepreneurs, this mindset is especially valuable. Running a business requires wearing multiple hats and constantly adapting to market demands. Leaders who cultivate an Impact Player mindset within their teams will build organizations that are more resilient, agile, and capable of thriving in uncertain environments.

Steps to Becoming a More Valuable Contributor

1. Observe and Identify Gaps in the Organization – Pay close attention to recurring challenges, inefficiencies, or areas where work isn’t getting done. Look beyond your job description and assess where you can step in to make a meaningful difference.
2. Be Proactive Instead of Waiting for Instructions – Instead of waiting to be assigned a task, take initiative. Offer to help, suggest improvements, and demonstrate that you are ready to contribute beyond your formal responsibilities.
3. Stay Curious and Keep Learning – The more skills and knowledge you acquire, the more useful you become. Impact Players invest in continuous learning, allowing them to adapt quickly to new challenges and remain valuable in evolving work environments.
4. Make Yourself Indispensable by Solving Problems – When you see an issue, don’t just bring it to your manager’s attention—come up with possible solutions. This problem-solving mindset sets you apart from others and positions you as a go-to person in the organization.
5. Align Your Work with What Matters Most – Instead of focusing only on individual tasks, think about how your work contributes to broader goals. Impact Players understand company priorities and adjust their efforts accordingly, ensuring that they are always working on high-impact initiatives.

Chapter 2 of Impact Players emphasizes that making yourself useful is the key to standing out in any workplace. Instead of merely fulfilling job descriptions, high-impact professionals look for ways to add value where it’s most needed. By being proactive, adaptable, and solution-oriented, they become indispensable assets to their teams and organizations.

For leaders and entrepreneurs, fostering this mindset within their teams can lead to a culture of initiative, agility, and high performance. The professionals who consistently step up to do the job that’s needed—rather than just the job they were hired for—are the ones who drive success, both for themselves and for their organizations.

3. Step Up, Step Back: The Art of Leading When Needed

Chapter 3 of Impact Players by Liz Wiseman explores a fundamental principle that separates high-impact professionals from their peers: knowing when to step up and lead, and when to step back and follow. Many professionals either hesitate to take charge or overstep their boundaries, while Impact Players strike a balance. They recognize when leadership is needed, take initiative, and then seamlessly transition back into a supportive role when their contribution is complete.

Why This Matters in the Workplace

In dynamic and uncertain environments, leadership is not just about holding a title or position—it’s about stepping up when action is required. Many organizations today operate in fluid, fast-changing conditions where problems arise unexpectedly, and rigid hierarchies can slow decision-making. Employees who can recognize moments of need and respond appropriately become invaluable assets to their teams.

Wiseman highlights how Impact Players possess an intuitive sense of when to lead and when to let others take the reins. This ability creates a culture of shared responsibility, fosters collaboration, and ensures that work progresses smoothly without unnecessary power struggles.

The Five Key Differences Between Impact Players and Others

1. Impact Players Step Up Without Being Asked – Many employees wait for explicit instructions or official promotions before assuming leadership. Impact Players, however, recognize opportunities to contribute at a higher level and take initiative without hesitation. They are proactive in identifying problems and stepping in to guide a project or situation, even when they don’t have formal authority.
2. They Lead with Influence, Not Just Authority – While some professionals rely on their job titles to assert control, Impact Players lead through action, ideas, and collaboration. They don’t demand authority—they earn it by demonstrating competence, clarity, and a commitment to results. Their leadership is natural and respected, rather than forced or self-serving.
3. They Know When to Step Back – Unlike some ambitious professionals who constantly seek control, Impact Players recognize when their leadership is no longer necessary. Once they have helped solve a problem or guided a team through uncertainty, they step back and allow others to take ownership. This flexibility prevents micromanagement and empowers others to contribute effectively.
4. They Fill Leadership Gaps Without Overstepping – In many teams, there are moments where responsibilities are unclear or no one is officially in charge. Impact Players naturally step in to organize efforts, ensuring that work moves forward. However, they do so with awareness, making sure they don’t undermine others or disrupt existing structures.
5. They Create a Ripple Effect of Initiative – When one person consistently steps up at the right moments, it encourages others to do the same. Impact Players set an example that leadership is not about status but about responsibility. Their behavior fosters a culture where team members take ownership, solve problems collaboratively, and support one another.

How to Apply the “Step Up, Step Back” Principle

1. Recognize Situations That Require Leadership – Instead of waiting for a promotion or official directive, pay attention to moments where leadership is needed. If a project is stalling due to a lack of direction, a meeting lacks clarity, or a crisis emerges, take the initiative to guide the situation forward. The best leaders step up in moments of need, not just when it’s convenient.
2. Take Action Without Seeking Permission – Many professionals hesitate to lead because they fear stepping on toes or assuming too much responsibility. Impact Players, however, focus on solving problems rather than worrying about permission. They assess the needs of the organization, offer solutions, and take responsibility for execution, showing leadership through action rather than position.
3. Use Collaboration, Not Just Command – Effective leadership is about influence, not control. Instead of dictating orders, engage colleagues in discussions, seek their input, and build consensus. The more inclusive and transparent you are, the more likely others will respect your leadership and follow your direction willingly.
4. Be Willing to Hand Over Control – One of the biggest mistakes ambitious professionals make is holding onto leadership for too long. Once a project is on track or a crisis is resolved, step back and let others take ownership. This not only prevents burnout but also strengthens the team by giving others opportunities to lead and contribute.
5. Balance Confidence with Humility – Stepping up requires confidence, but stepping back requires humility. Recognize that leadership is about serving the needs of the team, not personal recognition. If someone else is better suited to lead a particular effort, support them rather than competing for control.

Real-World Applications of the “Step Up, Step Back” Mindset

Wiseman shares examples of professionals who have mastered this balance. One notable case is that of a manager who took over a stalled project by organizing the team, clarifying goals, and driving progress. Once the project gained momentum, he delegated responsibilities and shifted back into a supportive role, allowing team members to take ownership of execution. This approach ensured that the work was completed efficiently while empowering others to develop leadership skills.

For entrepreneurs, this principle is particularly valuable. Many business owners struggle to let go of control, leading to bottlenecks and inefficiencies. Successful entrepreneurs know when to step up to make strategic decisions and when to delegate tasks to capable team members. By embracing this balance, they create scalable businesses that do not rely solely on their leadership for success.

Steps to Becoming an Impact Player Through Leadership

1. Pay Attention to Moments of Need – Leadership is not about having a title; it’s about responding to gaps in direction and decision-making. Look for situations where clarity, guidance, or problem-solving is needed and step in to help.
2. Lead with Solutions, Not Just Observations – Many professionals point out problems but hesitate to take action. If you see an issue, don’t just highlight it—offer a solution and take responsibility for implementing it.
3. Empower Others by Letting Go – Strong leaders know when to step back and allow others to contribute. If you’ve successfully guided a project or team through uncertainty, transition from a leading role to a supporting one, ensuring that others can develop their own leadership skills.
4. Develop Situational Awareness – Not every moment requires you to take charge. Learn to assess when leadership is necessary and when it’s best to let others lead. This awareness helps maintain balance within teams and ensures that leadership is shared appropriately.
5. Foster a Culture of Initiative – Set an example that leadership is about contribution, not authority. Encourage colleagues to take ownership of tasks, solve problems proactively, and support one another. When leadership is distributed rather than centralized, organizations become more agile and resilient.

Chapter 3 of Impact Players highlights the importance of knowing when to step up and when to step back. The most valuable professionals are not those who seek control at all times, but those who recognize moments of need, take decisive action, and then gracefully transition back into a supporting role. By adopting this mindset, individuals can increase their impact, build stronger teams, and create a culture where leadership is shared rather than hoarded.

For business leaders and entrepreneurs, mastering this balance is essential for long-term success. A leader who steps up when necessary but also trusts and empowers their team will build an organization that is both dynamic and self-sustaining.

4. Finish Stronger: The Power of Resilience and Follow-Through

Chapter 4 of Impact Players by Liz Wiseman focuses on the importance of finishing stronger than you start. While many professionals begin projects with enthusiasm, setbacks, challenges, or shifting priorities often cause them to lose momentum. Impact Players, however, take a different approach. Instead of stopping at obstacles or relying on managers to solve problems for them, they persist, adapt, and find ways to drive work across the finish line—often improving results along the way.

Why Finishing Stronger Matters

In any organization, work is rarely straightforward. Unexpected problems arise, goals change, and roadblocks appear. Many employees escalate challenges to their managers, assuming that leadership should handle the hard parts. However, Impact Players take ownership of problems and ensure that critical work gets done, even when conditions are difficult. This reliability makes them highly valuable to their teams and leaders.

Wiseman emphasizes that the professionals who finish strong are not just persistent—they are strategic. They don’t push forward blindly; they assess obstacles, find smarter ways to work, and often leave processes, systems, and teams better than they found them. Their ability to handle setbacks with resilience and creativity sets them apart from typical contributors.

The Five Key Differences Between Impact Players and Others

1. Impact Players Take Ownership of Challenges – When faced with difficulties, many professionals defer responsibility to leadership or wait for guidance. Impact Players, on the other hand, step up and take ownership. They don’t just acknowledge problems—they find ways to solve them. This proactive mindset makes them go-to individuals for their managers and teams.
2. They Stay Focused Until the Work Is Done – Many employees start projects with excitement but lose momentum when they encounter complexity. Impact Players remain committed until completion. They don’t just finish tasks—they ensure that the results are meaningful and high-quality.
3. They Improve Processes Along the Way – Instead of simply working harder, Impact Players work smarter. They identify inefficiencies, propose better ways of doing things, and refine their approaches based on feedback. Their ability to adjust and optimize their efforts ensures that they deliver superior results.
4. They Navigate Obstacles with Creativity and Agility – When problems arise, typical contributors either stop or escalate issues to leadership. Impact Players, however, explore different solutions. They find ways to work around, through, or beyond obstacles rather than letting difficulties slow them down.
5. They Turn Setbacks into Opportunities for Growth – Instead of being discouraged by challenges, Impact Players use them as learning experiences. They reflect on difficulties, extract valuable insights, and improve their skills for the future. This growth mindset helps them become even stronger contributors over time.

How to Finish Stronger Like an Impact Player

1. Take Full Responsibility for Outcomes – Instead of waiting for leadership to intervene when things get tough, take ownership of the situation. Recognize that your work is not just about completing tasks but about delivering meaningful results. If something is not working, find ways to fix it rather than assuming someone else will handle it.
2. Develop Grit and Resilience – Projects and initiatives rarely go exactly as planned. Expect setbacks, and instead of seeing them as failures, view them as challenges to overcome. Push through difficulties with determination, but also with flexibility—sometimes, finishing strong requires adjusting your approach rather than just working harder.
3. Look for Smarter Ways to Work – Finishing strong is not about exhausting yourself; it’s about working effectively. Identify inefficiencies, seek feedback, and refine your methods. If you encounter a repetitive obstacle, think about how you can eliminate or minimize it for the future.
4. Solve Problems Instead of Escalating Them – Many employees bring problems to their managers without offering solutions. Instead, analyze challenges and present possible options. By taking this approach, you position yourself as a leader rather than just another worker needing direction.
5. Leave a Positive Impact Beyond the Task at Hand – True Impact Players don’t just complete assignments; they leave things better than they found them. Whether it’s improving a process, mentoring a colleague, or developing a new best practice, they ensure that their contributions have lasting value beyond the immediate project.

Real-World Applications of the “Finish Stronger” Mindset

Wiseman shares examples of professionals who embrace this mindset. One case involves an executive who took over a struggling business unit. Instead of just maintaining operations, he analyzed inefficiencies, revamped processes, and implemented improvements that led to long-term success. His commitment to finishing strong transformed not just his immediate work but the entire department’s trajectory.

For entrepreneurs, this principle is particularly important. Many startups and businesses struggle because founders lose momentum when initial enthusiasm fades. Successful entrepreneurs understand that setbacks are inevitable, but those who stay committed, adapt, and refine their strategies are the ones who build sustainable businesses.

Steps to Becoming an Impact Player Through Strong Follow-Through

1. Identify the Real Definition of “Done” – Instead of just completing assigned tasks, consider what true success looks like. Ask yourself: “What will create lasting value?” Align your work with meaningful outcomes rather than just checking off to-do lists.
2. Anticipate and Plan for Setbacks – Difficulties will arise in any significant project. Instead of being caught off guard, prepare yourself mentally and strategically. When challenges emerge, adjust your approach rather than losing motivation.
3. Communicate Solutions, Not Just Problems – If you encounter roadblocks, don’t just report them—bring possible solutions. This proactive approach makes you a trusted problem-solver rather than someone who simply escalates issues.
4. Refine and Improve as You Go – Don’t just push through problems—look for ways to make the work more efficient and effective. Seek feedback, test different approaches, and leave systems, processes, and teams better than you found them.
5. Commit to Learning from Every Challenge – Instead of viewing obstacles as setbacks, treat them as learning opportunities. Reflect on what worked, what didn’t, and how you can improve for the future. This growth mindset ensures that you become stronger with each experience.

Chapter 4 of Impact Players highlights that persistence alone is not enough—true success comes from strategic follow-through. The professionals who take ownership, solve problems, and improve processes along the way are the ones who stand out in their organizations.

For leaders and entrepreneurs, this mindset is crucial. The ability to finish strong—regardless of obstacles—determines whether projects, businesses, and careers thrive or stall. By developing resilience, working smarter, and committing to meaningful results, individuals can elevate their impact and drive long-term success.

5. Ask and Adjust: The Power of Learning and Adaptability

Chapter 5 of Impact Players by Liz Wiseman explores a critical trait that separates high-impact professionals from average contributors: their ability to seek feedback, adjust their approach, and continuously improve. In today’s fast-changing work environment, adaptability is just as valuable as intelligence or expertise. Impact Players are not just open to feedback; they actively seek it, use it to refine their work, and quickly adjust to changing circumstances.

Why Adaptability Matters in the Workplace

Many professionals struggle with feedback—some avoid it out of fear, while others take it personally rather than using it as a tool for growth. This resistance limits their ability to improve and stay relevant. Impact Players, however, embrace feedback as a necessary part of progress. They recognize that success is not about getting everything right from the start but about learning, iterating, and refining their approach.

Wiseman highlights that the workplace is filled with shifting priorities, new challenges, and evolving expectations. Those who resist change or insist on sticking to their original approach often find themselves left behind. On the other hand, those who consistently ask for input and adjust accordingly remain valuable and influential, no matter the circumstances.

The Five Key Differences Between Impact Players and Others

1. Impact Players Actively Seek Feedback, Not Just Receive It – Many employees wait for formal performance reviews or occasional comments from their managers. Impact Players, however, are proactive in requesting input. They regularly ask colleagues, mentors, and leaders for insights on how they can improve.
2. They Respond to Change with Curiosity, Not Resistance – Instead of seeing change as a threat, Impact Players treat it as an opportunity to learn. When faced with new challenges, they ask questions, explore different perspectives, and find ways to adapt rather than clinging to old methods.
3. They Make Quick Adjustments Instead of Overcommitting to One Plan – While some professionals stubbornly stick to their initial approach even when it’s not working, Impact Players recognize when a shift is necessary. They adjust strategies quickly and are not afraid to pivot in response to new information.
4. They Separate Personal Identity from Their Work – Many people take feedback personally, feeling that criticism of their work is a reflection of their worth. Impact Players, however, view feedback as a tool for improvement rather than as a judgment of their abilities. This mindset allows them to absorb constructive criticism without defensiveness.
5. They Build a Culture of Learning Around Them – Because they constantly seek input and make adjustments, Impact Players create an environment where continuous learning is encouraged. Their openness to feedback inspires others to adopt a similar mindset, fostering a workplace culture of growth and innovation.

How to Become an Impact Player by Asking and Adjusting

1. Develop the Habit of Asking for Feedback Regularly – Instead of waiting for annual reviews or formal assessments, make feedback a consistent part of your work routine. Ask colleagues, managers, and even clients for input on what you could do better. Phrase questions in a way that invites constructive responses, such as, “What’s one thing I could improve to be more effective in this role?”
2. Listen Without Defensiveness and Act on What You Hear – Seeking feedback is only valuable if you are willing to apply it. When you receive input, resist the urge to justify or explain your actions. Instead, listen with an open mind, take notes, and focus on how you can implement the suggestions to improve your performance.
3. Adjust Your Approach Based on New Information – The best professionals are those who can quickly adapt to new circumstances. If you receive feedback that your current strategy isn’t working, be willing to modify it. Whether it’s adjusting your communication style, shifting priorities, or learning a new skill, flexibility is key to staying relevant.
4. Treat Change as an Opportunity Rather Than a Disruption – Many people resist change because it feels uncomfortable. Impact Players, however, recognize that change is inevitable and often leads to growth. Instead of fearing new processes, leadership shifts, or market trends, approach them with curiosity and a willingness to experiment with new approaches.
5. Encourage a Learning Culture Within Your Team – The ability to ask for feedback and adjust shouldn’t just be a personal habit—it should also be part of how your team operates. Foster an environment where people feel comfortable sharing ideas, making suggestions, and learning from mistakes without fear of judgment. This mindset leads to stronger collaboration and continuous improvement across the organization.

Real-World Applications of the “Ask and Adjust” Mindset

Wiseman shares examples of professionals who have mastered the art of learning and adapting. One story features an executive who regularly asks his team, “What’s one thing I could do differently to make your job easier?” By continuously gathering input and adjusting his leadership style, he builds trust, improves team performance, and ensures that he remains an effective leader.

For entrepreneurs, this principle is particularly valuable. The most successful business owners understand that rigid thinking leads to stagnation. They listen to customers, analyze market trends, and pivot when necessary. Companies that fail to adjust—whether due to outdated business models, resistance to new technologies, or an unwillingness to change—often struggle to survive.

Steps to Becoming an Impact Player Through Learning and Adaptability

1. Ask for Feedback as a Regular Practice – Make it a habit to seek input from a variety of sources, including colleagues, mentors, and customers. The more perspectives you gather, the better you can refine your approach.
2. Respond to Change with a Growth Mindset – Instead of viewing changes in the workplace as obstacles, see them as chances to improve. Ask yourself, “What can I learn from this situation?” and look for ways to turn challenges into opportunities.
3. Be Willing to Let Go of Old Ideas When Necessary – Many professionals struggle because they become too attached to a particular strategy or way of doing things. Recognize that improvement often requires letting go of what no longer works and embracing new methods.
4. Create an Open Feedback Loop in Your Team – Encourage others to share ideas and give feedback without fear of criticism. The more open your team is to learning, the more innovative and adaptable it will become.
5. Apply What You Learn Quickly and Iterate – Feedback and learning are only valuable if they lead to action. As soon as you gather new insights, implement small changes, test their effectiveness, and refine your approach accordingly.

Chapter 5 of Impact Players highlights that the ability to ask for feedback and make adjustments is one of the most powerful skills a professional can develop. Those who embrace learning, adapt quickly, and seek continuous improvement are the ones who thrive in today’s fast-changing work environment.

For leaders and entrepreneurs, fostering this mindset is essential for long-term success. The best teams and organizations are those that prioritize adaptability, encourage feedback, and remain open to change. By actively seeking input, making adjustments, and treating learning as a lifelong process, individuals and companies alike can stay ahead of the curve and maximize their impact.

6. Make Work Light: The Art of Reducing Friction and Enhancing Collaboration

Chapter 6 of Impact Players by Liz Wiseman explores a powerful but often overlooked characteristic of high-impact professionals: their ability to make work easier for those around them. While many employees add to the complexity of work—whether through inefficiency, unnecessary drama, or constant need for supervision—Impact Players reduce friction, lift the burden from their teams, and create an environment where work flows smoothly.

Why Making Work Light Matters

Workplaces are often filled with stress, competing priorities, and heavy workloads. While some people contribute to the tension by making tasks harder than they need to be, others bring clarity, energy, and solutions that lighten the load. Managers and teams naturally gravitate toward individuals who make things easier rather than harder. Impact Players are the ones others want to collaborate with because they reduce stress, increase efficiency, and create a more positive work environment.

Wiseman emphasizes that making work light doesn’t mean avoiding hard work—it means approaching challenges with a mindset that simplifies rather than complicates. These individuals are not just hard workers; they are smart workers who know how to reduce unnecessary burdens and improve team dynamics.

The Five Key Differences Between Impact Players and Others

1. Impact Players Solve Problems Without Adding Drama – Some employees bring emotional baggage to every task, creating unnecessary stress for themselves and those around them. Impact Players, however, approach work with a calm, solutions-focused mindset. They do not dwell on problems or amplify workplace politics; instead, they find ways to move forward without unnecessary friction.
2. They Are Easy to Work With – While some people are technically skilled but difficult to collaborate with, Impact Players are known for their reliability, flexibility, and positivity. Their presence makes projects smoother because they are proactive, responsive, and respectful of others’ time and contributions.
3. They Reduce Bureaucracy and Complexity – Many workplaces suffer from excessive processes, redundant approvals, and inefficiencies. Impact Players cut through the clutter. They streamline workflows, remove unnecessary steps, and ensure that projects move forward with minimal delays.
4. They Bring Energy Rather Than Exhaustion – Instead of draining their teams with negativity or constant complaints, Impact Players bring enthusiasm and resilience. Their ability to stay motivated and focused even under pressure lifts the morale of those around them.
5. They Create an Atmosphere of Trust and Collaboration – Some professionals are territorial, secretive, or reluctant to share credit. Impact Players, in contrast, build trust by being transparent, inclusive, and generous with their knowledge. They create a work environment where collaboration thrives and team members support one another.

How to Make Work Lighter Like an Impact Player

1. Approach Challenges with a Problem-Solving Mindset – Instead of dwelling on what is difficult or frustrating, focus on what can be done to resolve the situation. Shift conversations from complaints to solutions and actively look for ways to remove roadblocks. By maintaining a forward-thinking attitude, you help keep the team moving efficiently.
2. Be a Reliable and Flexible Team Player – People gravitate toward colleagues who are dependable and adaptable. Make sure you meet deadlines, communicate effectively, and are willing to adjust when necessary. Being rigid or unreliable makes work harder for everyone, while being dependable makes collaboration easier.
3. Eliminate Unnecessary Complexity – If you notice redundant processes, excessive meetings, or bureaucratic slowdowns, find ways to simplify. Offer suggestions for streamlining workflows and make recommendations that improve efficiency. Leaders appreciate team members who find ways to make work more effective without cutting corners.
4. Bring Positive Energy to the Workplace – Every team has individuals who either drain energy or bring a sense of optimism. Choose to be the person who lifts people up rather than pulls them down. Encouragement, enthusiasm, and a constructive attitude make work more enjoyable and productive for everyone.
5. Foster a Culture of Collaboration and Trust – Instead of competing with colleagues or withholding information, focus on building strong relationships. Share credit for successes, support others when they need help, and create an environment where people feel safe to contribute. Teams that trust each other accomplish more with less friction.

Real-World Applications of the “Make Work Light” Mindset

Wiseman provides examples of professionals who have mastered this skill. One story features an executive who was placed on a high-stakes project with an overwhelmed team. Instead of adding pressure, he focused on simplifying workflows, reducing unnecessary meetings, and ensuring that communication was clear and efficient. His ability to lighten the burden helped the team meet their goals without excessive stress.

For entrepreneurs, this principle is particularly valuable. Many business owners unintentionally create stressful work environments by overcomplicating decisions, micromanaging, or fostering unnecessary tension. The most successful leaders build companies where efficiency, trust, and positive energy are prioritized, making it easier for employees to be productive and engaged.

Steps to Becoming an Impact Player by Making Work Light

1. Identify and Reduce Workplace Friction – Pay attention to common frustrations in your team, whether it’s excessive meetings, unclear communication, or unnecessary bureaucracy. Look for ways to remove obstacles and make work flow more smoothly.
2. Be Dependable and Easy to Work With – Make a conscious effort to be a reliable, positive, and adaptable colleague. Be someone that others can count on to get the job done without unnecessary tension or drama.
3. Simplify Where Possible – If you notice inefficiencies, suggest ways to improve them. Streamlining processes, eliminating redundant steps, and using technology effectively can save time and reduce stress.
4. Maintain a Positive and Solutions-Oriented Mindset – Instead of focusing on problems, focus on solutions. Bring enthusiasm to your work and help create a culture where challenges are approached with creativity and optimism.
5. Build Trust and Encourage Collaboration – Avoid workplace politics, give credit where it’s due, and support your colleagues. Trust and teamwork reduce stress and increase productivity, making work lighter for everyone.

Chapter 6 of Impact Players highlights that making work light is about more than just working hard—it’s about working smart, reducing unnecessary burdens, and creating a positive, efficient work environment. The professionals who solve problems instead of creating them, bring energy instead of exhaustion, and foster trust instead of competition are the ones who are most valued in their organizations.

For leaders and entrepreneurs, cultivating this mindset within teams leads to a workplace where collaboration thrives, efficiency increases, and employees feel empowered rather than overwhelmed. By focusing on simplifying, supporting, and staying positive, individuals can become true Impact Players who make a lasting difference in their organizations.

7. Increase Your Impact: How to Expand Your Influence and Contribution

Chapter 7 of Impact Players by Liz Wiseman focuses on how individuals can amplify their impact in the workplace. While many professionals are competent and hardworking, only a select few manage to elevate their influence and truly stand out. These high-impact professionals are not necessarily the smartest or most experienced, but they know how to maximize their contributions, making them indispensable to their teams and organizations.

Wiseman argues that increasing one’s impact is not about working longer hours or taking on more responsibility—it’s about working in a way that creates the most value. By focusing on strategic behaviors, professionals can expand their influence and ensure that their work has a lasting effect.

Why Increasing Your Impact Matters

In today’s fast-moving business world, simply doing your job well is not enough. Organizations reward those who bring the most value, solve critical problems, and inspire others. Employees who understand how to make a greater impact not only advance in their careers but also contribute to a culture of innovation and growth.

Many professionals assume that influence comes from a job title or seniority. However, Wiseman emphasizes that true impact is built through actions, mindsets, and the ability to create meaningful change. By making a conscious effort to increase their contribution, professionals can move from being competent workers to key players who drive success.

The Five Key Differences Between Impact Players and Others

1. Impact Players Focus on the Work That Matters Most – While many employees stay busy with routine tasks, Impact Players identify and prioritize work that creates the highest value. They understand which projects will drive results and allocate their time accordingly.
2. They Build Strong Relationships and Influence Without Authority – Instead of relying on formal power, they gain influence by demonstrating expertise, reliability, and collaboration. They develop networks of trust that allow them to make a bigger impact.
3. They Take Initiative and Lead Without Permission – Many professionals wait to be given leadership opportunities. Impact Players, however, step up whenever leadership is needed. They don’t wait for an invitation; they recognize opportunities to contribute at a higher level and take action.
4. They Leverage Their Strengths Strategically – Instead of trying to be good at everything, Impact Players identify their unique strengths and apply them where they will be most effective. They align their skills with the biggest needs of the organization.
5. They Continuously Learn and Improve – High-impact professionals do not assume they have all the answers. They actively seek feedback, refine their approaches, and stay adaptable to changing circumstances. Their willingness to evolve makes them even more valuable over time.

How to Increase Your Impact in the Workplace

1. Identify the Most Valuable Work and Prioritize It – Not all tasks have equal impact. Instead of spending time on low-value activities, focus on projects that drive business results, improve efficiency, or solve major problems. Ask yourself, “What work would make the biggest difference if done well?” Then, direct your efforts toward those areas.
2. Develop Influence by Building Relationships – Impact is not just about personal achievements; it’s about the ability to mobilize others. Take time to build strong relationships within your organization. Collaborate with key stakeholders, contribute to group efforts, and develop a reputation as someone who adds value. The stronger your network, the greater your ability to make an impact.
3. Step Up When Leadership Is Needed – Leadership is not just a job title; it’s a mindset. When you see a gap in leadership—whether in a project, a meeting, or a team dynamic—take the initiative to fill it. Offer solutions, guide discussions, and help move things forward. The more you demonstrate leadership, the more you will be trusted with higher-impact responsibilities.
4. Play to Your Strengths – Instead of trying to be good at everything, focus on what you do best. Identify your strongest skills and apply them where they will be most useful. If you excel at problem-solving, take on complex challenges. If you’re great at communication, help clarify ideas and drive alignment. Maximizing your strengths increases your value to the organization.
5. Commit to Continuous Learning and Adaptation – The workplace is constantly changing, and those who fail to evolve become stagnant. Seek feedback regularly and use it to refine your approach. Stay curious and invest in developing new skills. The more adaptable you are, the more you can expand your impact over time.

Real-World Applications of the “Increase Your Impact” Mindset

Wiseman provides examples of professionals who have significantly amplified their contributions by adopting this mindset. One case involves an employee who transformed from a solid performer to a key player by shifting focus from routine tasks to strategic initiatives. By aligning his work with business priorities, strengthening his network, and taking initiative, he became an essential part of his organization’s success.

For entrepreneurs, this principle is especially critical. Many business owners start by handling every aspect of their company, but those who truly scale their businesses understand the importance of focusing on high-value activities. They learn to delegate, build strong teams, and continuously evolve their strategies to maximize impact.

Steps to Becoming an Impact Player by Expanding Your Influence

1. Clarify What Work Creates the Most Value – Instead of staying busy with low-priority tasks, focus on work that drives meaningful results. Identify where your efforts will have the greatest impact and allocate your time accordingly.
2. Strengthen Relationships to Increase Your Influence – Build trust and credibility within your organization. The more people respect and rely on you, the more you can drive change and contribute at a higher level.
3. Act Like a Leader Even Without a Title – Leadership is about action, not position. Look for opportunities to take initiative, solve problems, and guide teams toward success. The more leadership you demonstrate, the more influential you become.
4. Focus on Your Unique Strengths – Identify what you do best and apply those skills where they will make the biggest difference. Playing to your strengths allows you to contribute at a higher level.
5. Stay Open to Growth and Change – Never assume you have reached your full potential. Seek feedback, invest in learning, and continuously refine your approach. The more adaptable and knowledgeable you are, the greater your long-term impact will be.

Chapter 7 of Impact Players emphasizes that increasing your impact is about working smarter, not just harder. Those who learn to prioritize high-value work, build influence, step up as leaders, and continuously improve their skills become the most valuable professionals in any organization.

For leaders and entrepreneurs, fostering a culture where employees are encouraged to expand their contributions leads to a stronger, more effective organization. By developing the right mindsets and behaviors, individuals can transition from being competent contributors to indispensable leaders who shape the future of their teams and businesses.

8. Build a High-Impact Team: Cultivating a Culture of Contribution

Chapter 8 of Impact Players by Liz Wiseman shifts the focus from individual performance to team dynamics. While previous chapters explore how professionals can maximize their personal impact, this chapter highlights the leader’s role in creating an environment where impact players thrive. The most effective teams are not built by chance; they are intentionally cultivated by leaders who encourage initiative, accountability, and adaptability.

Wiseman argues that a high-impact team is more than just a collection of talented individuals. It is a group that functions cohesively, takes ownership of critical challenges, and consistently delivers results. The key to building such a team lies in how leaders guide, challenge, and support their employees.

Why High-Impact Teams Matter

Every leader wants a team that is proactive, accountable, and engaged. Yet many struggle with teams that are dependent on direction, slow to adapt, or reluctant to take initiative. When leaders fail to set the right tone, teams can become passive, waiting for instructions rather than stepping up. High-impact teams, on the other hand, are composed of individuals who take responsibility for their contributions, collaborate effectively, and continuously push for better results.

Organizations that cultivate high-impact teams gain a competitive advantage. These teams are more agile in responding to challenges, more innovative in problem-solving, and more reliable in execution. They create an environment where employees feel valued and motivated, leading to higher engagement and retention.

The Five Key Differences Between High-Impact Teams and Others

1. High-Impact Teams Are Self-Managing, Not Dependent – Many teams rely heavily on managers for direction, approvals, and decision-making. High-impact teams, however, are composed of individuals who take initiative, anticipate needs, and act without waiting for constant supervision.
2. They Adapt Quickly to Change – While some teams resist change or struggle with uncertainty, high-impact teams embrace adaptability. They recognize that shifting priorities and evolving challenges are part of the job, and they adjust their approach accordingly.
3. They Focus on Outcomes, Not Just Tasks – Instead of simply completing assignments, high-impact teams ensure that their work drives meaningful results. They understand the bigger picture and align their efforts with the organization’s key objectives.
4. They Foster a Culture of Learning and Feedback – Instead of fearing mistakes or criticism, these teams actively seek feedback and use it to improve. They operate with a mindset of continuous growth, always looking for ways to enhance performance.
5. They Support Each Other and Elevate Team Performance – In some workplaces, employees compete against one another or focus only on their individual success. High-impact teams, however, recognize that collective success is more important than personal recognition. They collaborate, share knowledge, and lift each other to higher levels of performance.

How to Build a High-Impact Team as a Leader

1. Set Clear Expectations for Initiative and Ownership – One of the biggest reasons teams become passive is that they are not expected to take initiative. As a leader, clearly communicate that you value proactive problem-solving and independent decision-making. Encourage team members to step up when they see an opportunity to contribute, rather than waiting for assignments.
2. Create an Environment Where People Feel Safe to Take Risks – Employees are more likely to take initiative when they know they won’t be punished for mistakes. Foster a culture where calculated risks are encouraged, and failures are treated as learning opportunities. When team members feel psychologically safe, they are more willing to think creatively and take on challenges.
3. Give Employees More Autonomy and Decision-Making Power – Teams function at a higher level when members are empowered to make decisions rather than waiting for managerial approval at every step. Delegate authority where appropriate and trust your team to handle responsibilities. The more ownership they have, the more invested they will be in the outcomes.
4. Encourage Adaptability and Continuous Learning – The best teams do not just execute tasks—they evolve. Provide opportunities for team members to learn new skills, experiment with different approaches, and refine their processes. A team that is constantly growing will always be more valuable than one that stays stagnant.
5. Recognize and Reward High-Impact Behavior – Employees will naturally gravitate toward behaviors that are valued and rewarded. Acknowledge those who take initiative, solve problems creatively, and contribute beyond their job descriptions. Publicly celebrating high-impact contributions reinforces the right behaviors and motivates others to follow suit.

Real-World Applications of High-Impact Team Building

Wiseman shares examples of leaders who have successfully transformed their teams by fostering a culture of ownership and accountability. One case involves a manager who shifted from a top-down leadership style to an empowerment-driven approach. By encouraging his team to take more responsibility and make independent decisions, he saw a dramatic increase in both productivity and engagement.

For entrepreneurs, building a high-impact team is essential for business growth. Many startup founders struggle with delegation, feeling the need to oversee every detail. However, those who empower their teams to operate independently create businesses that can scale. By cultivating initiative and trust, they ensure that their companies do not rely on them for every decision, allowing for greater expansion and innovation.

Steps to Becoming a Leader Who Builds High-Impact Teams

1. Set Expectations That Encourage Proactive Behavior – Make it clear that you expect team members to take ownership of their work and solve problems independently. Encourage them to think beyond their immediate tasks and consider how they can contribute to the team’s broader success.
2. Empower Employees to Make Decisions – Avoid micromanaging. Give your team members the authority to make decisions in their areas of expertise. Trusting them with responsibility increases their engagement and commitment.
3. Foster a Culture of Experimentation and Learning – Create an environment where team members feel comfortable trying new approaches, learning from mistakes, and continuously improving. Provide opportunities for skill development and professional growth.
4. Encourage Collaboration and Mutual Support – High-impact teams do not function in silos. Promote cross-team collaboration and knowledge-sharing. Recognize and reward those who contribute to the success of others, rather than just focusing on individual achievements.
5. Recognize and Reinforce the Right Behaviors – People naturally repeat behaviors that are rewarded. Celebrate initiative, problem-solving, and contributions that go beyond job descriptions. Public recognition reinforces a culture where employees are motivated to bring their best efforts every day.

Chapter 8 of Impact Players highlights that great teams don’t just happen—they are intentionally built by leaders who cultivate a culture of accountability, adaptability, and continuous learning. The most successful teams are composed of individuals who take initiative, embrace change, and focus on meaningful outcomes rather than just completing tasks.

For business leaders and entrepreneurs, creating a high-impact team is the key to long-term success. Organizations that foster initiative and ownership become more agile, resilient, and innovative. By setting clear expectations, empowering employees, and recognizing high-impact contributions, leaders can build teams that consistently deliver extraordinary results.

9. Play All In – A Guide to Maximum Contribution and Fulfillment

In Impact Players, Liz Wiseman explores what differentiates the highest-performing individuals in the workplace from those who simply do their jobs. Chapter 9, Play All In, is a powerful conclusion to the book, reinforcing the importance of full engagement in work—not in a way that leads to burnout but in a way that amplifies impact, fulfillment, and career success.

This chapter highlights the mindset shift required to go beyond mere participation and into a state of full commitment. Wiseman showcases real-life examples of professionals who have redefined their roles by treating them as critical contributions, rather than just tasks. The chapter argues that people who are “all in” create the most value, are recognized as indispensable, and experience a deeper sense of purpose in their work.

The Power of Playing All In

Playing all in is not about working excessive hours or sacrificing personal well-being. Instead, it is about showing up with energy, curiosity, and a deep sense of responsibility for the impact of one’s work.

For example, Karen Kaplan started at an advertising agency as a receptionist. Instead of treating her role as a temporary stop on her career path, she took ownership of it, positioning herself as the “CEO of Reception.” By embracing every new challenge and opportunity, she eventually became the CEO of Hill Holliday, demonstrating that true leadership begins with how one approaches their current responsibilities.

Similarly, Paulo Büttenbender, a software architect at SAP, became known for his ability to listen intently to clients, deeply understanding their needs. This approach made him a go-to expert in his field, allowing him to work on the most critical global projects and experience a rewarding career filled with opportunities.

Steps to Playing All In

To become an “all-in” player, professionals must take intentional steps to redefine their approach to work. Here’s how:

Step 1: See Your Job as a Platform for Leadership

Instead of viewing tasks as obligations, see them as opportunities to demonstrate leadership. Every role has the potential to be transformative when approached with a leadership mindset. This means identifying ways to contribute beyond basic responsibilities and taking initiative in areas that matter most to the organization.

Step 2: Own the Problems, Not Just the Tasks

Impact Players do not simply complete assignments; they take responsibility for solving problems. Rather than waiting for someone to direct them, they identify challenges, seek solutions, and take action. When you take ownership of issues rather than deferring them, you become a trusted problem-solver within your organization.

Step 3: Engage with Curiosity and Commitment

Those who play all in approach their work with genuine curiosity. They ask thoughtful questions, seek to understand broader business objectives, and align their efforts accordingly. This allows them to connect their work to meaningful outcomes, increasing both their effectiveness and job satisfaction.

Step 4: Take Smart Risks and Adapt Quickly

High-impact individuals understand that growth comes from stepping outside their comfort zones. They do not fear uncertainty; instead, they embrace it as a learning opportunity. This means experimenting, learning from mistakes, and refining their approach rather than seeking only safe, predictable tasks.

Step 5: Bring Energy and Positivity to the Team

Beyond personal achievement, playing all in means contributing to a high-energy, optimistic work culture. These individuals make work easier for their colleagues, share knowledge generously, and elevate the overall performance of their teams. As a result, they attract more opportunities and are recognized as valuable team players.

Why Playing All In Matters

Scott O’Neil, former CEO of the Philadelphia 76ers, described an employee named Jake Reynolds as someone who wasn’t just passionate but was “with you, next to you, in front of you when things happen, behind you when you’re falling, and completely committed”. This level of engagement sets individuals apart in any industry.

Moreover, playing all in leads to career growth and fulfillment. As Wiseman notes, individuals who fully engage in their work find greater joy, deeper meaning, and more opportunities for advancement. They do not burn out because they focus on impact rather than effort alone.

Chapter 9 of Impact Players presents a compelling argument for why professionals should adopt an “all-in” mindset. By treating every task as a leadership opportunity, taking ownership of problems, staying curious, embracing challenges, and bringing positivity to the workplace, individuals can unlock career success and personal fulfillment.

For entrepreneurs, executives, and ambitious professionals, this chapter serves as a blueprint for making a lasting impact in any field. The choice is clear: those who go all in will find themselves playing bigger, creating more value, and enjoying the rewards of meaningful work.

10. Conclusion: The Key Lessons from Impact Players

Liz Wiseman’s Impact Players is a compelling guide for professionals who want to maximize their contributions and influence in the workplace. Through extensive research and real-world examples, Wiseman demonstrates that the most valuable employees and leaders are not necessarily the ones who work the hardest, but the ones who work the smartest—with agility, ownership, and a relentless focus on adding value.

The book highlights five key behaviors that set Impact Players apart: they do the job that’s needed, step up and step back, finish stronger, ask and adjust, and make work light. These individuals don’t just complete tasks—they solve problems, adapt to change, and uplift their teams. They understand that work is not just about meeting expectations but about creating lasting impact.

For leaders and entrepreneurs, Impact Players provides a blueprint for building high-performing teams and fostering a culture of ownership and accountability. It also offers invaluable insights for employees who want to stand out, take initiative, and accelerate their careers.

Next Action Steps

1. Assess Your Current Mindset

Reflect on your current approach to work. Are you merely executing tasks, or are you looking for ways to create meaningful impact? Identify areas where you can shift your perspective to think and act like an Impact Player.

2. Identify Opportunities to Add Value

Look beyond your job description and ask, “What does my team or organization need most right now?” Seek out high-impact projects where your contribution can make a real difference.

3. Take Ownership of Challenges

Instead of escalating problems or waiting for direction, proactively seek solutions. Adopt the mindset that challenges are not obstacles—they are opportunities to lead.

4. Seek Feedback and Adjust

Regularly ask for input from peers, mentors, and managers. Be open to constructive criticism and use it as a tool for continuous improvement. The best Impact Players are adaptable and eager to learn.

5. Build a High-Impact Network

Surround yourself with other high-performers who challenge and inspire you. Collaborate with those who share a commitment to excellence and are willing to push beyond the status quo.

6. Bring Energy and Positivity to Your Team

Be the person who makes work easier for others. Avoid office politics, reduce unnecessary complexity, and contribute to a culture of problem-solving and forward momentum.

7. Commit to Playing All In

Success is not just about working harder—it’s about fully engaging with your work and giving your best effort where it matters most. Strive to bring passion, curiosity, and accountability to everything you do.

By applying the lessons from Impact Players, you can transform your career, elevate your leadership impact, and contribute to a more dynamic and high-performing workplace. Whether you’re an entrepreneur, executive, or aspiring leader, now is the time to step up and play bigger.