The stress is so high for a person labeled as a high performer, that the hi-po has, well, a high potential for burn out. The feeling of shouldering the complete burden for success (of that turn around the sales force project etc) is overwhelming.

An HBR article, The Talent Curse, suggests that one of the steps for breaking the curse is for the hi-po to learn to accept help. "A key shift occurs when a high potential realizes that his or her role is not to deliver more than others, but to deliver more with others."

Also mentioned in the article is Carol Dweck's research finding:

"Those with a performance orientation are embarrassed by failure, whereas those with a learning orientation are spurred on by it - they work harder."

This most certainly applies to athletes, from the casual but committed (cbc) all the way to the pros. Even though I'm on the cbc end of the scale, I still felt embarrassed by a total time race result that wasn't near my goal even though certain execution goals were met during the day. It was easy to ruminate. For too long. But it was necessary to turn the page and get on the spurring....and learning and working harder. 

We always ask candidates to tell us about a project that didn't go well, what they learned and what they did differently the next time. Learn if candidates and people who are already on your team are learners, if that's what's needed for success at your company.