Tulsa Medical Jobs | Knowing The Difference Between Players and Pretenders

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You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the a player matchmakers where I’m,

he’s trying to find different ways to add value to job seekers and employers. This particular podcast is going to be more geared towards employers because it is talking more about managing employees. Um, the title of it is knowing the difference between players and pretenders. I’m sure any of our managers out there have had some experience working with people that they talk a big talk and they sound really good and they even fake you out a little bit and you just think for sure that they’re good. But after managing for them for a while and watching performance and knowing that you got kind of the wool pulled over your eyes, you finally come to conclusion that man, I thought for sure they were a real player and they weren’t. And you know how much money that likely cost you in holding on to someone that was not the right player for your team because they were pretending the whole time with Tulsa Medical Jobs.

And you know, earlier in our podcast we’ve always used the definitions of an a player, a B player, and a C player. A pretender is right in the range of a B player and a C player. If you’ve paid attention in this podcast, you need Tulsa Medical Jobs, you’ll recognize those, that terminology. But what I want to do is I have an unbelievable honor of interviewing someone. His name is John Maxwell. He is a leader in for business leaders. And um, the reason that I look up to him so much is because of some of the, um, leadership, um, knowledge that I’ve gained from him myself along with almost everyone else that I meet, but also his spiritual impact on me being in the private marketplace and being a good business leader, but also making sure really doing the right things all the time, learning how to serve people first.

I believe that some of his advice has been some of the most impactful for me as a good business leader. And it’s helped our business a considerably based on just learning how to treat others. And so, um, but at the same time, you’ve also got to be able to be a direct leader in. That’s what this particular podcast talks about Tulsa Medical Jobs. So, um, I’m going to go through this, but if you’re struggling with getting an a player team and you know it, if you’ve got a team of B players, Steve jobs says that you will run circles. His team of a players will run circles around a large team of B players. I believe that he’s right on that. So you want to know the difference between a your players and pretenders. And so if you’ve ever led people, you’ve likely come across followers who would rather act the part than actually do it.

A lot of these people are really skilled in the ability to use their social skills to just pull one over on you. Um, these people are pretenders and while they can sometimes masquerade as the real deal, um, as a player, um, there’s, there are some ways to tell the two apart and it’s important to find your pretenders in an organization because they will still momentum from your team. They’ll damage relationships with your customers to get Tulsa Medical Jobs. And then they will cost you a ton of money while holding the role of a, an important role in your company. And so here are some, a guide. This is John Maxwell’s, um, um, take on this, on how to find the difference. Um, number one, players have a servant’s mindset. They’re gonna serve people first. Pretenders have a selfish mindset. I’m sure that if you went through your companies, you would easily be able to have a lot of stories that we could share with one another.

Players do things that benefit others and lift other people up in the organization while your pretenders think only of trying to figure out a way to get the acknowledgement. They don’t give the acknowledgement, they try to take it. Oftentimes you will see people in a meeting literally just reminding you, Hey, didn’t I do that? Oh yeah, that, that you’re talking about. Wasn’t that something that I did? Your leaders, your great leaders, they will quickly give any kind of accolades to, to the people around them. A pretender, a pretender is narrowly focusing only on the outcomes of them. Short term. It’s really weird. A lot of pretenders have a very difficult time seeing the longterm benefits of giving to others that they don’t see that they’re looking for the here, the now they want, they want that accolades. They want that promotion, they want it now.

They don’t want to put in the time they want it now. They believe they need it now. They believe they deserve it now. And I’m not really sure what happens to get that. I know that at one point in time, that is the way I saw the world with top Tulsa Medical Jobs. I promise you I did. Um, I was your typical driver and I wanted it now. Now, now. And it wasn’t until I got a great mentor that showed me. So I understand. I don’t want to say that I’m outside of this. At one point in time, I was totally a pretender. I had that type of mindset. I would actually be willing to call that a poverty mindset where I need it now. I need it now. I need it now. I’m not willing to, um, to lift other people up around me. I’m trying to be on the pedestal myself.

You gotta be careful with that. Um, and there are a lot of people that might be listening to this that have the true potential of being a true, um, player. But right now they’ve got this pretender type mindset. And if, you know, one of the, one of the principles that John Maxwell teaches, I think it’s the most important thing that I’ve ever adopted. In fact, I attribute, I contribute, I attribute the fact that I implemented this in my life to the growth of Trinity in that is that I spend every single day trying to figure out a way to serve someone that uses Tulsa Medical Jobs. I do it every day. I’ll find something every day to serve someone and with my wife, I’ll make sure I serve her every day somehow. Some way I’m all right, I just got off. Number two, players are mission conscience, conscious. Pretenders are position conscious. You’re your big time players.

They will give up a position to achieve the mission. They’re totally mission-focused. They’re longterm minded. Pretenders will give up a mission to make sure that they get that position. I’ve watched in, um, just watching people, I’ve watched a lot of pretenders that you’ll notice they are willing to cut the legs out from under almost anyone if it means them rising to some level. So for players, the progress of the mission, it’s just much more important than their own place within it. But a pretender will value his or her position more highly than just about anything else. Number three, players deliver the goods. Pretenders make a lot of promises on the goods. Does this sound familiar? Any of you managers out there, a players, a team member who can be counted on if they say they’re going to do something, count it done. Every time a pretender, we’ll talk to you about it and they’ll say it. But when it comes down to it, there’s lots of excuses

and the excuses are weak. Uh, I have somebody in my personal life right now where I, you know, they, they just said they were going to do something. They didn’t do it. And then the excuses, uh, are just silly. You know, and I hate it because I really liked this individual. Um, players are job happy. They love what they do and they do it really well. Pretenders are job hunters. They can’t really do what they say they are really good at. They’re not willing to put in the time for it because they kind of expect to already get what they want for the player. The work is fulfilling, it’s meaningful. They have a longterm mindset. They want to become an expert, which takes a certain number of devoted hours to this particular field before they get promoted. A pretender is so focused on appearing competent that he or she cannot always be competent and again, because of the focus on their appearance to pretend or just will never admit fault when mistakes are made and they frustrate everyone around them because everyone knows, everyone knows. So you’ve gotta be really careful with that. Number five, players love to see other people succeed. They love it. Pretenders are only interested in seeing their own success and getting acknowledgement of it. Rabbi Harold Kushner had a player’s mindset when he said, the purpose of life is not to win.

The purpose of life is to grow and to share. And when you come to look back on it all on everything you’ve done in life, you will get more satisfaction out of the pleasure that you have brought into other people’s lives than you will from the times that you outdid and defeated them. And so you’ve got to be careful with this mindset. Number six, I’ve got to run through these really quick. I have two more players. Value integrity, pretenders valued their image. Um, that is very self-explanatory. Um, but, but you can see this in people. Make sure the integrity and characters, the top of the people that you surround yourself and make sure it’s top of your personal. Um, agenda number seven, players make the hard choices. Pretenders make the easy choices. We all have the power of choice, but once used, our choice has power over us.

What is a hard choice with a hard choice? The price is paid on the front end. The pay off comes later. It’s a longterm mindset. Few people get this. Number eight players finish. Will pretenders fade out? And all of our managers out there, you kind of get this, you can understand how this works, but these first seven should help you to be able to determine who’s a player and who’s a pretender on your team and put some emphasis on how to manage them. You’ll manage a pretender versus a a player quite differently. Of course, every team is going to have, you know, every big huge team. You’ll have some different pretenders on your team, but knowing who they are and making sure you make the right decisions based on that information is really helpful. I hope this helps all of our managers out. Please give us a call at (918) 622-2588 if Trinity can ever be of assistance to you, we will help you find players and make sure you identify it. You can also visit us on our website@trinityemployment.com.

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