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Post by David Wyld on Nov 23, 2013 22:19:56 GMT -6
Students, Please view and comment on this link of the day - yes, for your education, but also for the points, of course! Watch the video below: TITLE - Managing B PlayersThen, post a comment in reply to this discussion thread. Again, what to post? Here are some ideas: + What did you take away from the video? + How does the video relate in some way to your past experience (work, as a consumer, family, school, etc.)? + How might you use these ideas in your own career? Good luck! David
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Post by dorcas on Nov 29, 2013 9:37:34 GMT -6
TITLE - Managing B Players It is an interesting discussion and i agree with what he said. Managers spend most of their time with high performance and spend little time with those who are low performance but the fact is that those who are low performance do not need a lot to perform good too.I also like the idea of B players that they ensure that the right people stay in the organization and the right people leave. It is very important that the B players are able to recognise this category of people and keep the right one. He also talks about authentic discussion, this is very crucial that managers and employees have open, honest and truthful discussion.
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Post by dorcas on Nov 29, 2013 9:39:28 GMT -6
TITLE - Managing B Players It is an interesting discussion and i agree with what he said. Managers spend most of their time with high performance and spend little time with those who are low performance but the fact is that those who are low performance do not need a lot to perform good too.I also like the idea of B players that they ensure that the right people stay in the organization and the right people leave. It is very important that the B players are able to recognise this category of people and keep the right one. He also talks about authentic discussion, this is very crucial that managers and employees have open, honest and truthful discussion.
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Post by brichoux on Dec 1, 2013 22:39:55 GMT -6
Tom describes who actually B players are, B players is a category of people that are the real heart and soul of the organization and they are often ignored because they are not the high performers or flashy ones. B players are typically A players that have chosen to throttle it down because they want to stay where they are at. B players are reliable and should not be forgotten. Often times managers focus on those who are at the top currently and forget about those important B players.
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Post by tevinrapp7 on Dec 2, 2013 21:52:06 GMT -6
TITLE - Managing B Players
As a manager perspective I like the concept of the go to managers. They design the most hope in a company's survival longevity wise. If a manager can be a go to manager, employees are happy and the job gets done regardless of the situation because a employee feels that he or she must get the job done just to impress there go to manager.
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Post by datren on Dec 3, 2013 13:36:19 GMT -6
Managing B Players
This video discusses the importance of middle management. These employees do not organize objectives, but they define the objectives for the rest of the team, which makes their presence vital to an organization's success. Without this group of individuals the organization is not as productive. This video was very helpful.
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Post by christiebrown on Dec 4, 2013 15:25:13 GMT -6
I agree with what he had to say. I think that middle men often times are the ones that are doing a lot of the work, yet can sometimes get the least amount of credit for it. I think that the middle manager is someone that is really important in almost any business.
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Post by chadraziano504 on Dec 6, 2013 13:00:28 GMT -6
Managing B Players
This video had alot of valid points about how middle management is look at. I believe middle management is over looked and not recognized for the hard work they put out. I enjoyed this video.
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Post by blaircavalier on Dec 8, 2013 12:43:25 GMT -6
Managing B Players
Not every employee will make it to the top of the ladder. Not everyone can be a CEO or CFO of a company. That does not mean there are any less important. The video was very true when it speaks about B player. These are your middle management of your company. These B Players are just as important as anyone else in the company. These B players keep the company going. These individuals are the ones that in the background that are getting the work done. It is true sometimes that these individuals do not get enough credit for the work that they do.
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Post by kristin on Dec 8, 2013 14:38:22 GMT -6
Managing B Players
I really liked this video. I liked how the video describes B players in a company. Middle management is important in an organization. You don't want everyone competing for the top but you want the majority of your employees are happy where they are and they are good at what they do-managing people. This balances out the organization.
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Post by jayjenkins on Dec 8, 2013 14:54:45 GMT -6
B players are workers who are they majority of the employs, and these employs are not at the top of the company. These employs might have been A players in the past but are no longer. the truth tellers are people who have of the short and long term, these people know the processes and people. the truth tellers may tell higher employs the truth how they feel even if it is bad news. And finally the go to managers, these employes keep the right people with the company. The key is to keep your B players happy.
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Post by kformaggio on Dec 8, 2013 18:27:56 GMT -6
Managing B Players
I think it is important for a CEO or manager to identify and appreciate the B players in an organization. These employees don't want or aren't always looking for the spotlight, they may not want a promotion to a higher leadership position, but they care about their jobs and the organization as a whole. These B players work hard, work for the best interest of the organization (not themselves), and according to DeLong make up 60 - 80% of working members which makes them the heart and soul of the organization. Of the three types of B players, I personally identify myself as the Truth Teller. While I would love to work up to a leadership role, I am not looking to do this at my current company, so I try to work with the best interest of the university in mind. When approached by leaders I am very honest and open with them, and I let them know what I feel needs to be changed and what problems need to be fixed. It is in the best interest of managers to realize that B players have a lot to say; they are knowledgeable and hard working, and they should be appreciated for the special talents and roles they bring to the organization.
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Post by bgoree13 on Dec 8, 2013 20:55:29 GMT -6
Managing B Players
These employs might have been A players in the past but are no longer. the truth tellers are people who have of the short and long term, these people know the processes and people. the truth tellers may tell higher employs the truth how they feel even if it is bad news. And finally the go to managers, these employees keep the right people with the company. The key is to keep your B players happy.
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Post by boris on Dec 9, 2013 1:35:34 GMT -6
Managing B Players
B players are the heart of the company. According to the speaker, B players make up 60-80% of the company. I think it is important to recognize these B players, because you might put them in a position they do not want to be, like the video stated. A B player thats a very good programmer, might be offered the position to manage other programs and move up the corporate ladder. But B players usually want to stay where they are, they do not like to be on top of their team, or have the extra responsibility that comes with managing. They just like doing their job and do it very good. The video states that B players do not need much motivation as A players, but I still think B players should have a good amount of feedback, that way you might be able to get them to move up the corporate ladder and basically turn them into A players.
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Post by abramt110 on Dec 9, 2013 9:58:51 GMT -6
Managers spend most of their time with high performance and spend little time with those who are low performance but the fact is that those who are low performance do not need a lot to perform good too.I also like the idea of B players that they ensure that the right people stay in the organization and the right people leave. It is very important that the B players are able to recognize this category of people and keep the right one. He also talks about authentic discussion, this is very crucial that managers and employees have open, honest and truthful discussion.
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