Overlooking the Appalachian Trail on the road to Damascus VA.

Life is a constant state of transition. But transition from one vocation to another can be challenging. This is especially true for many veterans who are in transition out of military service and into that first civilian career. In many cases, the service-member’s vision for their military service was incredibly clear because the military does a good job executing job-specific initial training, professional military education & development, and Human Resource Command establishes milestones and criteria for promotion. The organizational culture of the military is also unique and typical of numerous episodes of deliberate discomfort (training, combat operations, loss) followed by celebration (mission accomplishment). And these deliberate discomfort and celebratory experiences build trust rapidly and enable teams and organizations to become incredibly aligned and committed to the organizational vision & mission and to one another.  

At times, the mental picture of professional service post-military can be somewhat clouded and confusing. What skills transfer? Will I find the right fit and company culture again? How do I articulate my value to a civilian employer? How do I perform at the high levels that I am used to in the military? If either of these questions cloud the vision that you hold for yourself during transition, consider the “I SEE BY”(™) (ISCBI) framework and discover clarity in all your transition moments.

The ISCBI “I SEE BY”(™) Framework for high-performance in transition.

“I” – Identity.

  • Identity is “the distinguishing character of an individual” and character is “the mental and moral qualities unique to you.”
  • What is your identity? What is your character? What are your 3-5 dominant core values and have you defined them?

“S” – Strengths.

  • Strengths are your best attributes, your inherent assets, the things that make you talented and unique.
  • Are you aware of your dominant strengths? If so, are you focused on a career that aligns with what you’re naturally good at?

“C” – Core Competencies.

  • Competence is defined as “the quality or state of having sufficient knowledge, judgment, or skill, for a particular duty.”  
  • Have you self-reflected and identified your areas of core competency?  Identify no less than 3 and no more than 9 Core Competencies and align these with your job search.

“B” – Behavior.

  • Behavior is “the way in which you conduct yourself” “the way in which you function or operate.”  
  • How do you conduct yourself at work? How do you function? How do you operate?

“I” – Influence.

  • Effective positive influence is what we all chase in order to perform at a high levels.
  • Leadership is influence. Do you have a great awareness of your influence?

I encourage you to embrace each of your transition moments and consider the “I SEE BY”(™) framework, in part or holistically, to rediscover clarity and enable your high performance in transition.


Founded by Court Whitman, the High Performance Pathways Mastermind Group is a purpose-built and specially selected cohort of professionals chasing high performance in their life. We meet twice a month for 3-months to collaborate with high performing thought leaders in order to grow in perspective and develop increased competence so that we can return to our personal and professional work and perform at high levels.

Your Summer 2019 Guest Presenters


  • Connect – to build relationship.
  • Question – to understand.
  • Teach – to increase competence.
  • Inspire – to enable growth.


Exposure to high performing individuals and perspectives to enable growth and the development of competence so that each specially-selected participant can perform at higher levels.


Each participant selected for Summer 2019 Cohort will receive:

  • Six one hour Mastermind sessions specifically focused on High Performance. Each session will be conducted over a ZOOM web-meeting in order to connect people from all over the world.
  • Mentorship by six industry professionals with a demonstrated history of High Performance achievement.  Biographies of guest presenters will be published to the High Performance Pathways BLOG on May 1st.
  • High Performing practical examples and tools to integrate into you life to enable your High Performance.
  • Complimentary ($350 value) – An individual Emotional Intelligence Assessment (EQ-i 2.0) and one 60-minute debrief/coaching session.  You will depart the experience with increased self-awareness of your emotional intelligence and an action plan to strengthen your emotional intelligence in order to enhance your interpersonal relationships with others.
  • Complimentary ($220 value) An individual MyEverything DiSC Personality assessment and one 60-minute debrief/coaching session. You will depart the experience with increased self-awareness about your personality and you will have a means to share your personality with others – to include your close friends, colleagues, supervisor, peers, and direct reports.
  • Complimentary ($500 value) Two 60-minute executive coaching sessions.


  • Open enrollment for Summer 2019 Cohort begins on May 1st.
  • Click on this web link to register.
  • Summer 2019 Cohort will meet via ZOOM webcast on the following dates/times:11 JUL, 25 JUL, 8 AUG, 22 AUG, 5 SEP, 19 SEP.  All sessions will be 60 minutes and begin at 12pm EST, 11am CST, 10am MST, and 9am PST.
  • To apply, send a copy of your biography to the email address [email protected].
  • Title the subject of your email Application – High Performance Mastermind Summer 2019 Cohort.
  • A small number of qualified applicants will be selected for the cohort.
  • The selected applicants for Summer 2019 Cohort will be notified by June 25th 2019.
  • Tuition is $500 and must be paid by June 28th 2019.

Photo from Summit of Mount Mitchell, the Highest Peak east of Mississippi River, taken by Court Whitman on April 19th 2019.

We’re all chasing High Performance in our lives in one way or another. But how is High Performance actually defined?  Consider this definition – High Performance is success in desired results above established norms over the long-term.  

Now let’s unpack that definition into three parts to best understand how High Performance is defined.

Part 1.  Success in desired results. What does success mean?  What does it look like?  Consider the simplicity found in goal setting and ask yourself “Are you achieving the goals you set for yourself in your personal and professional life?” And oh – by the way – you have to set goals.  So, if you haven’t set goals, I recommend you begin with a goal setting exercise. For goal setting – use the SMART framework – as goals must be Specific, Measurable, Attainable, Realistic, and Time-bound.  Once goals are set, you must evaluate whether or not you are achieving them or not. That’s why the “M – Measurable” is such an important part of goal setting. If you are achieving your goals, reflect on why that is happening and sustain those actions that have enabled your success. If you’re not meeting the goals that you’ve established for yourself, reflect on why not, and develop a new strategy to achieve those goals and hold yourself accountable in the pursuit of each goal.  Partnering with a coach for either goal establishment or service as an accountability partner can be incredibly valuable.

Part 2. Above established norms.  Are you living, and serving, a life that is consistent with the norms you’ve established for yourself? For me, norms are broken down into two separate categories: (1) Individual norms and (2) Organizational or Team norms.

Individual norms create and reflect Identity.  The Merriam-Webster dictionary defines Identity as “the distinguishing character of an individual.” And character is “the mental and moral qualities distinct to you.” I believe that character is most effectively communicated through Core Values. Core Values are those 3-5 characteristics of yourself that are non-negotiable and significantly impact your decision making. What is your identity? Identifying and defining your Core Values is a critical step to performing at a high level during.

Organizations and Teams also have norms that inform and reflect identity. More times than not, this organizational/team identity is referred to as the “culture” of the team or organization. Strong organizational and team culture begins with a Vision, a Mission and Core Values that are defined, communicated, and used to hire new employees and used to hold existing employees accountable to the behavioral norms. An important question to reflect upon, as you examine your individual norms and the norms found in your organization or team, is whether or not your individual norms are aligned with the norms of your organization/team. If there is core value alignment, you likely thrive at work.  If core value alignment doesn’t exist for you, there is likely an anxiety within you at work that is disrupting your ability to perform at a high level.

part 3. Over the long-term. How is the long-term defined?  The answer to this question is – “it depends.”  It depends on you! The long-term for you may be “get me through today.” For the salesperson, the long-term may be get me through 2nd quarter 2019. Or maybe you’re on a team like Tom Brady, and the long-term may be get me through that 7th Superbowl so I can win it and make NFL history. The beauty about the long-term is that you get to define it.

High Performance. Success in desired results above established norms over the long-term.  Chasing High Performance? Let’s chat!