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 we’re always trying and
to help employers get better and employees get better. And so this particular podcast, the title of it is how to become an a player. So obviously this is going to be for an employee. Um, and all of our statistics here are going to be coming from the department of labor. And um, this particular topic I think is very, very important because you have very small number of a players for ?. However, I believe that is, it is not easy, but it is doable to coach someone into becoming an a player. But the very first thing that you have to do before you can coach someone into an a player or how you can just become, to work on becoming an a player yourself is to at least know what one is and so, or how to become. And so this is going to be some coaching on how to become an a player.
So I said I was going to start out with um, with some, uh, statistics. The, this particular statistic is from the department of labor. Um, on average 15% of a company’s workforce or roughly one in seven employees are a players or stars of the best Tulsa Medical Jobs. And when you think about that, especially with the small company, it’s really difficult for you to be able to have a B player on the team because all of a sudden that’s 50% of your workforce then a small company, it’s almost like you cannot have B and C level players very difficult to get the plane up off the ground when you’re starting out in small business. It really is, especially when you’re a startup. And so I, I just strongly encourage, especially the smaller the company is to analyze and find and make sure you keep and retain a players. And so I’m going to talk about how to figure out who is an a player.
And then if you are an employee, you want to make sure that you are doing things that, that are around being a player. First I want to, I want to quote some quotes, some quotes. This is the first one is from Steve jobs. When you’re in a startup, the first 10 people that will determine whether the company succeeds or not, each is 10% of the company. So why would you take as much time? So why wouldn’t you take as much time as necessary to find all the a players if three were not so great, why would you want a company where 30% of your people not so great for Tulsa Medical Jobs? A small company depends on great people, much more than a big company does. Which is what I was saying earlier. Um, we all know Jim Collins for rotting good to great and um, he, he has a quote here that accompany should limit its growth based on its ability to attract enough of the right people.
It’s funny, I asked Chuck Cacho who is the CEO of quick trip and I asked him, I said, what’s the limiter to your growth right now? And he said, it’s only people. He said, we make so much money. Of course I don’t think he would want it. Said like that. But their ability to make money is great. Their ability to hire people to keep up with the standard that they’ve set is, that’s the biggest limiting factor that could grow as many if they had talent with all the best Tulsa Medical Jobs, they can grow to as many stores as they would want. How interesting is that? Another quote by Jim Collins is great vision without great people is irrelevant. So let’s get into some of the action items here because it might take me a couple of minutes here to go through some of this stuff. The first thing is a players own both good and about bad outcomes.
B players have a laundry list of excuses for why they’re not performing. So your a players, you’ll know it real quickly as a manager and um, you’ll know it if you’re an employee, um, based on this one thing, your a players, they are confident in their abilities and so they’re not going to make any kind of excuses. They’re just not. So if something goes bad, they’re going to own it and they’re going to move on. If something goes good, they’re gonna own it and move on. Be players. If things go good, listen, they are going to claim victory loud.
However, if things go bad, they’re going to have a list of excuses for why it’s not their fault and why they’re not performing and none of their excuses are going to lead to them. It’s all going to be leading somewhere else. B players are their excuses. Go in out a players, if they make a mistake, they’re going to own it immediately for Tulsa Medical Jobs. It’s, it’s just the truth. Number two, a players try something new or different to correct their course and B players stick to their comfort zone. The thing is is mistakes happen and sometimes those mistakes can lead to really great things, but when the outcome is not optimal, a players are going to try to adjust their strategy even when the answer is really not in their wheelhouse. They’re always going to be searching for it. Your best employees are willing to try something new too.
They’re bold enough to um, they’re, they’re willing to start something new when the first plan isn’t working. Your B players are typically going to go with what they’re comfortable with and they’re afraid to make necessary changes to become better because they know it’s going to take them out of their comfort zone. So for our recruiters that do really well here, when things aren’t working and we’re not finding what we need and our ad isn’t working, we’re going to be jumping to the Amin, anything we’re going to call schools that use Tulsa Medical Jobs, we’re going to call people. We’re going to start calling Oh older people that, not older people in age, but people who we have met with in the past that had a similar background and just see, do they know someone, we’re going to check everything. We’re going to start going in the back end of any website that we have access that we’ve gained access to to be able to research to see do, who do we have?
We’re going to check our system, we’re going to check everything that we can to make certain that no stone is left unturned. A players just do that naturally. Number three, a players excite and motivate people around them. In B players require motivation. So you as a manager, you probably know who you don’t need necessarily to motivate yourself with Tulsa Medical Jobs. Um, I do want to encourage you that when you see them doing some good things, they need encouragement too. They might not need it, but they sure appreciate it. Um, but your B players are definitely going to need it. Um, your a players are going to be encouraging all of those people around them. Just make sure that you don’t go without acknowledging your a players cause that that can go a long way. They’re not going to ask you for it and they’re not gonna need it necessarily.
However, on a longterm basis, you definitely want to have some positivity thrown their way as well. A players start with high expectations and standards for themselves. That’s probably why they also impose themselves on their peers. Your best employees are eager to guide other people around them, um, to lead them to success. And in turn, people are gonna look forward to collaborating with your a players. However, your a players may leave you because you’ve stuck them with a bunch of B players. You’ve gotta be careful with that. So it boosts morale around everyone and the bottom line. But you’ve really got to be careful with your B players. Um, you know, they often deliver the task at hand, but they’re going to require a bunch of extra motivation to go further and beyond. They’ll do exactly what’s asked of them in. Sometimes in larger companies, that’s not necessarily a bad thing, but your a players can make it seem like you’re not even working, but your B players, they’re going to require something from you that’s going to feel like work.
Um, number four, the last one here and we’ll wrap up, is a player’s work to understand the ins and outs of your business. And B players know just enough to get the job done and they’re really okay with that. So you’ll start noticing that your a players are going to start recognizing different things happening in your company, adapting to solve best problems. You’re not going to have to hear from them, you know, they’re not going to hear, that wasn’t in my job description. And that’s not my job, that Susie’s job. A players are just actively involved. Members of your team. They’re always working to better themselves and other people around them and to make certain, make certain that they meet their goals. And if they don’t meet their goals, they are frustrated. They’re going to challenge your business and they’ll make it better. Hopefully there won’t be some manipulating in there because sometimes a players can be interesting to manage because of their drive.
Your a players want to understand all facets so they can help drive better outcomes for themselves and the companies. Um, and so I hope that this helps you in looking at a players trying to figure out who are your a players. And if you’re an, if you’re wondering if you’re an a player, these are traits that you can ask, am I performing the certain four things? Listen to Trinity can help you out in any way, especially finding an a player. This is what we do. This is what we love to do. And we would love to help you. Give us a call at nine 186-222-FIVE, eight, eight or you can visit us online at Trinity employment dot comp.