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Post by rpajares41 on Dec 9, 2013 13:31:25 GMT -6
I feel like a lot of this video has some clear cut truth to it, managers like to spend their time with the high performance people. What person doesn't want to spend most of their time on the best employees? The CEO only is around the best people as well. There are a lot of people who do not wish to have a lot of responsibility, people who like their jobs as they are currently. Usually businesses like to reward good and hard work with promotions and for some of us we would rather not move up. Businesses need to be aware of these people and learn how to manage them the proper way. IF someone seems like they are having a rough time it is up to the managers to see what is wrong with them and try and figure out a way to make them stay.
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Post by sunnigrabert on Dec 9, 2013 22:34:13 GMT -6
Managing B Players I agree that b players are important components of an organization as well. There has to be a way to motivate b players into a players. I know that it is much harder in larger organizations, but in small organizations it is a bit easier to sit down all the players separately and motivate each one in a personal way. and I think that that is an important thing to do.
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Post by w0426116 on Dec 10, 2013 2:38:49 GMT -6
These B players are the 'heart and soul' of the company making up about 60-80% of the actual company siting behind approximately 15% of the exceptionally high performance A players. These B players consist of: flip floppers, truth tellers etc. The key is to look for best interest in the company as opposed to seeing how fast you can climb up the ladder. I agree that if one has an altruistic mindset, that they can get much farther than they would thinking how they as individuals can climb up the ladder of hierarchy.
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Post by phenry on Dec 10, 2013 8:05:20 GMT -6
TITLE - How to Handle Tears at Work
After watching the video I found it interesting that managers spend most of their time with top performers. It never occurred to me that if managers spent more time with lower performers, the highest performers could go and get more work done on their own. They do not need as much training or help. Also I can relate to the lady who took a backseat role as she got older. When I have kids, I will take a backseat roll as well.
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Post by ebonisw on Dec 10, 2013 12:16:40 GMT -6
if managers take the time out to help B players, they can become motivated to be better and more productive. These people have the opportunity to learn, grow, and give your company an advantage without the ego. They humbly become more proud that you value them and genuinely will want to be better employees.
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Post by alyssatudor on Dec 10, 2013 15:23:29 GMT -6
B players are the employees who are the heart of the company. They make up to 60-80% of the company. It is important to recognize these players because you may want to put them in a position that they may not want nor be good at. B players usually want to stay where they are at and not move up in the business world. They doing the job that they have and doing it well. They do not need much motivation to get there work done because they want to do their work. They do like to have feedback on their work though as to keep them going and knowing that they are doing things right.
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Post by rjmonico on Mar 11, 2014 19:14:48 GMT -6
I would share this link with friends and colleagues. Thank you Dr. Wyld! I think this video is full of insight when it comes to comes to having B players or passive employees who are happy in their positions and are not looking to move up within the company. They are very knowledgeable but just are not wanting change. It really is the efforts of the active players to get the most from these employees and try to get them to be the most efficient and prosperous employee they can be even if it means cross training them within the organization
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Post by allisonschex on Mar 22, 2014 9:45:15 GMT -6
B players are the employees in middle management that make up 60-80 percent of a company. It is important to identify who are a company's B players and make sure they are in the right position. B players are great employees but they don't want to be in high positions because of the responsibilities they would have to take on, they are content where they are.
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Post by patrickschwaner on Mar 30, 2014 14:56:30 GMT -6
I liked this video. Too many times CEOs are other upper management are given too much credit for what an organization is able to accomplish. I feel this has come to be reflected in the compensation that CEOs and upper management receive, as I believe many are overpaid to an extreme these days. As addressed in this video, the success of an organization is usually rooted in the "b-players." The b-players are the unsung heroes of a business. They don't necessarily crave any credit, but their long-term perspectives and hard work are the heart and soul of the organization. CEO's should be in communication with b-players instead of focusing only on the "a-players." Recognizing key b-players and keeping them with the organization should be a key objective for any CEO.
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Post by bmcgarry13 on Apr 2, 2014 23:31:05 GMT -6
I have never put much thought into categorizing workers, until the video's content opened up my mind. Within the present, I fall into the B player's category. My job is comfortable and pays enough for where I am at in life. Therefore, I am currently satisfied. This video deals with people's value systems; different people have different job expectations and inclinations to work. The people with high expectations and inclinations to work are the people which should be promoted. If you force a good worker to climb the corporate ladder when they don't want to, they can quickly become bad workers.
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Post by kelseywatson on Apr 7, 2014 14:54:43 GMT -6
Most managers spend a lot of time with their A player and little time with the rest of their employees. However, managers should not be picking favorites of the company, because it just isn't fair. An A player is someone management knows is on track to become a manager at some point. Truth tellers aren't trying to get promoted. They just want their opinions to be out there. They don't care who hears their opinions either. A go-to manager is someone in the organization who has to keep their employees from being mistreated by others. B players don't need much attention, but they do need more than you would think to give them.
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Post by katelynjones on Apr 8, 2014 20:41:53 GMT -6
B players are the main bulk of an organization! They are usually happy where they are a don't want to move up in the organization. Someone mangers tend to forget about the B players so it is important for managers to recognize the work that they do, not just the A players. Great video. It's nice to know I'm not the only one who wants to work as a B player sometimes.
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Post by kati3 on Apr 11, 2014 15:18:26 GMT -6
I agree that firms should acknowledge the average employees or the majority group. They are the actual backbone of the company's success. Why wouldn't a firm want to invest more time with the people that make everything work? They are the ones you should be paying the most attention to. You never know what you might find.
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Post by codylejeune on Apr 11, 2014 23:41:28 GMT -6
This video talks about middle management, the go to managers. Middle managers are described as the go to managers because the people on both ends of the chain go to them either for problems or to give instructions to the lower managment.
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Post by pellirf22 on Apr 12, 2014 2:05:21 GMT -6
TITLE- Managing B Players
“Managing B Players” is a great message that often goes overlooked. As a manager I often focus on the satisfaction of the A players and the improvement of the C players. This can cause the B players to slide under the radar unnoticed. This video breaks down this idea and shows the high value in various types of B players. These players can often take very important roles in a business, and improve the culture around them. I will continue to keep this message in mind as I move through my career.
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