- 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.
