- Let me ask you a question, as a leader of your company,
of your organization what are some of the common issues
that you face on a day-to-day basis when it comes to
managing and leading?
Comment below.
Maybe you have employees and team members within
your company that they're just not motivated.
Or, sometimes you have a lot of drama within your
organization or the lack of synergy between members,
or they're not getting the task done, the responsibilities
that you give them in the timeframe that you want.
Or, maybe you're saying that well they just don't
get my vision, they don't understand
what I'm trying to build.
How come they don't care like I do?
Today, I'm gonna teach you a very powerful concept
that will help you to become a better leader.
And, I'm gonna share with you, give you a little bit
of insight what great leaders actually do.
And, I call this the Talent Quadrant.
If you can imagine this, this quadrant, on top of
the quadrant you have what I call performance.
And then, on this other quadrant you have
what I call culture.
So, I want you to think of your employees, your team
members, your managers whoever's working within
your organization right now.
So, with someone it's high performance and high culture
we call that the A players.
Now, with A players you don't need to motivate them.
They're self motivated. They get shit done.
They don't come to you with problems;
they come to you with s%olutions.
They're constantly thinking about how can I
make this better?
How can I do a better job?
What do I need to improve upon?
With A players here's what you need to do as a leader.
You get out of the way.
You give them the responsibility.
Do not micromanage them.
Give them the space, give them the room to grow.
Help them, let them shine.
They are the superstars of your company.
They want to grow because they are driven.
So, ask yourself what percentage of your team,
what percentage of employees are A players?
How many A players do you have actually
within your organization?
And then, you have what I call B players.
Now, B players they are high in culture
but low in performance.
Meaning that they buy into your vision.
They're very loyal to you, they have a great attitude,
but they don't have the skills yet.
They're not quite there in terms of performance.
With B players what they need is they need training.
You need to skill transfer.
You need to equip them with better skillsets
so they could do a better job.
They want to do a better job, but they don't know how to.
Maybe they're a little bit slow when it comes to learning,
or maybe they sometimes make the same mistake twice
or three times before they actually learn the lesson.
They don't have bad intention; they want to help you.
They want to bring value to the table, but problem is
they don't know how to, right?
So, with B players give them the skills that they need.
Maybe send them to training.
Maybe give them different programs.
Point them to the right direction.
What skillsets do they need to learn in order to perform
at a higher level?
What your job as leader is you want to elevate.
You wanna move the B players and help them
to transition to become an A player.
And then, you have what I call C player.
Now, these employees, these members within your organization
high performance, low culture.
Now, you know exactly the ones I'm talking about.
Who comes to mind?
They may be the top sales person within
your organization, right?
They are the rainmaker, they bring in a lot of revenue.
They know that they are good and they think rules
don't apply to them.
They show up late to meetings.
Well, maybe they've been with you since the beginning.
They've been in the company for a long, long time
and they think they are the more senior members
of the organization so, you know what, they can do
whatever the hell that they want.
High performance, but low culture these guys
they're the fucking assholes within your company.
They are the ones that are creating drama.
If you and I are honest you know exactly what
I'm talking about.
They are the drama queen, and they always, by the way,
C players always have a story.
Why they behave a certain way, why certain things happen.
They can get a job done, no doubt about that,
but they don't get along with other members.
They don't respect you as a leader, right?
They don't respect other members.
All they care is about themselves.
Ego gets in the way, and whenever you want to help
and you tell them to correct and you point out
the mistakes they are very, very defensive.
They don't want to listen to what you have to say.
C players, here's what you need to do.
They need coaching.
They don't need training, they don't need skills
they're already damn good at what they do,
but they need coaching from you as a leader,
not on skills, but on attitude, on personal development.
What do they need to do to step up to become
the A player.
Now, you're gonna coach them, but here's my philosophy.
I'm gonna coach, I'm not gonna beg.
I'm gonna coach them; I'm gonna help them succeed
but if they don't want to play by our rules
and they don't want to change and they don't wanna
immerse in the culture that does not work.
I don't care how good they are.
I don't care how talented they are.
I don't care how long they've been in the company.
I don't even give a fuck how much revenue they bring
the company, C player if they don't transition
to become an A player they cannot stay.
This is the bad apple, and these are the ones,
I'm telling you as a leader, these are the ones
that are the most difficult for you to let go
because you know they're good.
And, you might think they are irreplaceable,
let me tell you they are not.
It's better for you to find a B player, maybe they,
the performance is not as good as a C player, it's okay.
Give them the opportunities, give them the wings.
Help them, coach them so the B players who replace
the C players.
If your company has a lot of C players you'll always
have drama, you're always putting out fires.
And last, you have what I call F players.
These are the employees and team members within
your company low culture and low performance.
So, be very honest and ask yourself how many of these
F players do you have within your company.
If you have a big chunk of your team members
that are F players you're in fucking trouble.
F players, they need to be terminated.
You need to let them go.
Not that they're bad people, but this is not
the place for them.
I always say this, that I don't fire people,
people fire themselves.
When they are not in the right environment,
when this is not the place that they want to be
it doesn't matter if you drag them along,
it doesn't matter if you want to give them motivational
quotes and motivational videos, it doesn't matter how
you push them, it doesn't matter what you do, you send
them to training, they're not gonna change.
You've given them a couple opportunities to change,
if they don't even at least move to a B player quadrant
they're stills stuck at F they need to go.
It's not the people that you fire that will cost you,
it's the people who you don't fire that will cost you.
I know it's a difficult decision.
So, I want you to think about your organization.
How many A players do you have?
How many B players do you have?
How many C players do you have?
How many F players do you have?
So, as a leader you look at this quadrant and you
will know exactly what you need to do.
Do they need more training? Do they need more coaching?
Do I need to let them go or do I need to get
the hell out of the way so they can do their job?
So, you stop being that control freak
and you free them up and let them shine.
Give them the platform. Give them the stage.
Let them do that, and remember people join your
organization because of your vision, but they leave
your organization because of poor leadership.