|
Post by brettstirling on May 4, 2014 18:53:04 GMT -6
I think this is a good comparison to the video just prior to this one. Just as you should nurture talent, or A players, you should also commend the B players who are consistent, hard working people comfortable with their position in the company. Sometimes it is best, if it is feasible, to leave these people in the positions they do best in. As in their crack software programmer example, this person would not be effective in a leadership type role because of their level of involvement. I think some people may confuse this with comfortability and not willing to expand their career, being under the false notion that every tries to be the head honcho. However these people just know what they are best at and know their best fit in the organization. Also, while nurturing talent is important, I completely agree with the notion that performance meetings be held on a regular basis. This helps keep B players motivated because their management IS watching what they do. No one likes to commended when the praise is a necessary formality.
|
|
|
Post by nataliedodds on May 4, 2014 21:13:05 GMT -6
I enjoyed this video because it reminded me of not only the different levels of management, but the importance of the middle manager. Often times, the big head shot corporate managers get all the credit when a company is doing well. However, the middle managers are usually the one's who have the most contact with the employees and customers. When employee's like and respect their immediate boss, they are more likely to perform well.
|
|
|
Post by brittanycompton on May 5, 2014 14:46:19 GMT -6
I never really thought about how the people in a company were identified. These groups the highest I agree that always go extreme and beyond and know how to get to the top. The b group who he talks about I think I fit into this category. I think its important for managers to know these different groups are so that each have a purpose and they should all be honored not just the top be honored. Those employees who do whats est for the organization is a true employee that I would honestly want working for me someday. I do agree that some people do not want to move up in the company they like where they are and continue to do well they don't want to deal with the people issues. My company that I work definitely has its difference in it employees. unfortunately I don't feel that my managers are fair to everyone and don't acknowledge everyone like they should. I will definetly use this advice in my organization someday.
|
|
|
Post by darnette on May 5, 2014 19:02:16 GMT -6
Managers often tend to be closer to A players or those who perform their jobs very well. The B players are not thought highly of. Yet, these are the people who are the most loyal to a company. You often times see individuals who are a lot older than you are, and you would assume they should be in a higher and better paying position. However, these people love what they do and are comfortable with their job and current lifestyle.
|
|
|
Post by robertnicholson on May 6, 2014 11:38:52 GMT -6
I agree that it is important to get a say from everyone and listen to everyone’s opinion before a decision gets made. There should be one final person to actually make the decision, but before hand you should listen to what everyone else has to say. It would be hard to get everyone to agree on a final decision, so one person should make it but everyone should have a chance to share their opinion on the matter.
|
|
|
Post by jimmykotter on May 6, 2014 12:31:09 GMT -6
so here he says that 15% of the company is considered a high performance and the other 85% makes up the remained of the organization. one of the best things that we can do as managers is make sure that we are paying attention to all of the people in the company
|
|
|
Post by jjohnson on May 6, 2014 17:01:33 GMT -6
Good video. I personally believe that every employee is important; so have better strengths than others, but should be considered just as important. I do believe you should be rewarded for hard work, hopefully in monetary form. I believe the employees that are seen as B employees should be looked at a bit more. Find out what makes them a B employee and why don’t they succeed as much or feel motivated to go further. Maybe they really like their jobs or they may not have the confidence they need to move forward. Whatever the reason, managers should look at them.
|
|
|
Post by kourtneyb on May 6, 2014 19:51:50 GMT -6
After watching this video I am really interested in reading the book to read and understand more in dept about the different type of individuals that make up an organization. I think it is cool how he was able to dissect the make up and identify who was truly valuable to a company. Many people feel that they are unappreciated by their employers and I think this book will assist employers in better giving recognition and praise.
|
|
|
Post by asanchez on May 6, 2014 23:06:49 GMT -6
I guess this is a trait of Harvard professors to be absolutely boring and talk as if they are in a library. That being said, I think this is an interesting video because it champions mediocrity in my opinion. I think that the people he is describing are people who have learned how to just get by in a company and not thrive. How, as a manager, is it your best use of time to endorse the people who are not giving their all for the company. I think that these people should be replaced with people who are willing to give everything they have to the company. To me that is the only way to make a great company better.
|
|
|
Post by Shondrea Lovette on May 7, 2014 21:54:35 GMT -6
I like the concept of this video. some workers are slow but steady and I believe those workers are the ones who help the business to keep going. Like stated some managers get caught up in top-performing employee till the point they forget about those b-players who are also important to the company because there contributions is just as important as those top-performing A-1 Players.
|
|
|
Post by halearnold on May 8, 2014 9:55:24 GMT -6
You definitely have to spend more time with your B players because they are truly the heart and soul of a corporation. Without B players the A players really can't achieve much. The foundations of a company are built on the solid support groups that hold up the A team. And often like he says A players or potential A players or capable A players just don't want to be there. They would prefer being in the B range. I appreciate it and understand. I like that this clip shines light on those who often go overlooked.
|
|
|
Post by briandavis1 on May 8, 2014 13:42:59 GMT -6
As a manager perspective I like the concept of the go to managers..I also like the idea of B players that they ensure that the right people stay in the organization and the right people leave
|
|
|
Post by Rosie on May 8, 2014 13:49:19 GMT -6
In every organization, employees come across the problem of not being given the credit they deserve. A lot of middle-position people do much more then they are expected and never get the recognition from their peers of employers. Those B players make the organization what it is, if it wasn't for them operations would not run smoothly. As a manager, you need to learn to let those team members know that they are important and give them accreditation.
|
|
|
Post by asmith422 on May 8, 2014 15:10:13 GMT -6
I thought this video was interesting it touched on the different types of people that make up an organization. You never really think about the role each person plays in a company in this way. He describes B players as the middle man, the people that really make up an organization and make it run successfully. However it's these players that often get ignored and not rewarded for the achievements that they accomplish. They do the most work and yet they are not recognized because they are not top management.
|
|
|
Post by shantel on May 8, 2014 17:46:23 GMT -6
B players??? I really didn't understand the reasoning behind the whole B players ranking. I just think its to narrow but i guess in performance of huge firm you really cant details ratings of people. Also it's hard to put people into certain categories so it may be easier to divide them up into A-B-C. Lastly, according to the video I will rate myself as a B player.
|
|