Uncommon leaders! Super salespersons! Innovative engineers! Extraordinary negotiators! Marketing geniuses! Awesome administrators! How do we find these peak performers -- the best of the best? What sets them apart from others?

How can we identify excellence? It is not easy, but it can be done. Let’s explore their inner beings. Let’s find out what makes them tick. What they have in common will help us in our search for the best.

A common misconception is that the very best are typically outgoing, aggressive and energetic. But research has shown us that some peak performers are timid, mild-mannered and easygoing. Peak performers come in all shapes and sizes: tall and short, male and female, well-educated and with no education, excellent speakers and poor speakers, sharp dressers and just plain slobs.

There is one study that suggests the very best possess enthusiasm, persistence, initiative, self-confidence and job commitment. Other studies add to that independence, self-motivation and good listening skills.

Charles Garfield, a professor at UC San Francisco, has done some of the best research into peak performance. Let’s take a look at some of his findings, coupled with my input on the search criteria necessary to find peak performers.

If you are seeking a new position, you want to make certain you can demonstrate the elements defined under search criteria. If you are a hiring manager, make certain you drill down into a candidate’s experience to identify his or her peak performance abilities.

1) Risk Takers and Innovators.
Peak performers always stay out of the "comfort zone." They feel exhilaration and excitement in the pursuit of new challenges. Once a challenge has been met, they must find new quests. They are always seeking ways to do the job better and go beyond what they have already done. They are never content and will become frustrated if they are not challenged. Search Criteria: When evaluating talent, look for people who initiate new projects, implement ideas, and refuse to accept the phrase, "This is the way we have always done it." Drill down into their projects to understand how they lead others and produce bottom-line results.

2) Vision and a Sense of Mission.
Peak performers understand both short-term objectives and long-term goals. They are intensely focused and, once they set a course, it is almost impossible to stop them. Search Criteria: Seek people who have started projects and followed them through to completion while taking care of all the details and achieving the desired outcome. Look for those traits in their personal lives as well. A simple example: don’t hire a "hiker"; rather, hire the person who has hiked the Pacific Crest Trail from end to end. Another example: don’t hire a person who has just been a member of an association, hire the individual who has held several leadership roles within that association.

3) Problem Solvers.
The best people do not place blame or find fault with others. No matter what positions they hold, they always assume responsibility: "The Buck Stops Here." They go out of their way to give credit to others. They will go under, around, over or through "brick walls." Search Criteria: Avoid people who have an excuse for everything that happened. Select those who take responsibility for their actions and are willing to admit their mistakes. Look for creativity, innovation and initiative in solving problems.

4) Partners and Team Players.
Peak performers give praise to others for helping them achieve success. Everyone in the process is a partner; all employees, vendors, customers, etc., share in the success. Search Criteria: Seek out people who have come from team environments. Look for signs of courtesy, compassion, understanding, giving and sharing. Frequent use of phrases like "thank you," "you’re welcome," "please," "well done!" and "good job!" are excellent indicators.

5) Accept Rejection.
Peak performers are gracious in defeat. When something doesn’t work out as anticipated, they are not bitter -- they learn from the experience, and will probably never let it happen again. Search Criteria: Find people who have bounced back from failure or successfully coped with tragedies, either personal or professional. A positive attitude in the face of a crisis is paramount. Survivors are winners.

6) Mental Preparation.
A common misconception is that peak performers instinctively know what to do. In fact, the opposite is the case. The very best always think through their actions. They carefully plan, practice, question, listen and seek advice from others. Search Criteria: Peak performers will probably have good writing skills and will have documented much of their work. Look for written business plans, project proposals, summaries of key accomplishments, and other documents showing their strategic thinking, execution strategies and bottom-line results.

Finding peak performers is a challenge. However, with careful evaluation of their past performance and an in-depth examination of their personal "style," it is possible to identify the best of the best. If you are lucky enough to get a peak performer into your organization, give him or her freedom to perform. The single greatest mistake most organizations make is attempting to force a peak performer to conform to rules, regulations, and controls that are too restrictive. Without the freedom to achieve peak performance, he or she will move on to new opportunities.

Don Straits, CEO and Dragon Slayer for CorporateWarriors.com, is recognized as a nationwide authority on contemporary job search strategies. His organization provides world-class outplacement and individual marketing services to senior level executives. Corporate Warriors has earned industry acclaim for its world-class multimedia resume portfolios. Go to corporatewarriors.com or email Don at don@corporatewarriors.com.

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