How To Be A Good Leader In Your Organization

Let me ask you a question, as a leader of your company, or organization. What are some of the common issues that you face on a day-to-day basis when it comes to managing and leading?

Maybe you have employees and team members within your company that they’re just not motivated. 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.
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 as I do?”

In this article, I’m going to share with you a little bit of insight into what great leaders actually do. The concept is called the Talent Quadrant. On top of that quadrant, you have performance and on the bottom, you have a culture.

1. A Players

Someone who’s in high performance and high culture. we call them the A players. You don’t need to motivate A players. They’re self-motivated. They don’t come to you with problems, they come to you with solutions. They’re constantly thinking about how they can make the company better. How they can do a better job. What do they need to improve upon?
As a leader, you get out of the way with A players. You give them responsibility. Do not try to micromanage them. Give them 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. Ask yourself, what percentage of your team and employees are A players? How many A players do you have actually within your organization?

2. B Players

B players are high in culture but low in performance. 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. B players need training. You need to transfer the skill to them. 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 do it. Maybe they’re a little bit slow when it comes to learning, or maybe they 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 the problem is they don’t know how to. You should give B players the skills that they need.
Maybe send them to training. Maybe give them different programs. Point them in the right direction. Ask yourself, what skill sets do they need to learn in order to perform at a higher level?
Your job as a leader is to elevate them. You want to move the B players and help them to transition to become an A player.

3. C Players

These members within your organization with high performance, low culture. They may be the top salesperson within your organization. They are the rainmaker, they bring in a lot of revenue to the company.
They know that they are good and they think rules don’t apply to them. They show up late to meetings. Maybe they’ve been with you since the beginning.
They’ve been in the company for a long time and they think they are the more senior members of the organization, they think that they can do whatever they want.
They have high performance but low culture. They are the ones that are creating drama. They are the drama queen. C players always have a story about why they behave a certain way.

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. They don’t respect other members. All they care is about themselves.
They are very defensive whenever you want to help to correct or point out their mistakes. They don’t want to listen to what you have to say. C players need coaching. They don’t need training, they don’t need skills they’re already 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 is to step up to become the A player. Don’t beg them for that, if they don’t want to play by the rules and they don’t want to change or immerse in the culture of the organization. If they don’t transition to become an A player, they cannot stay.

They are the bad apple. At the same time, they are the most difficult for you to let go because you know they’re good. You might think they are irreplaceable, It’s better for you to find a B player with low performance to replace a C player who doesn’t believe in the culture.
Give them the opportunities, give them the wings. Coach B players to replace the C players. If your company has a lot of C players, you will always have drama, you’re always putting out fires.

4. F Players

They are the employees and team members within your company with a low culture and low performance. 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 trouble. F players need to be terminated. You need to let them go. Not because they’re bad people, simply because your company is not the right place for them.

You don’t fire people, people fire themselves. They are not in the right environment, 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, or you send them to training, they’re not going to change.
You give them a couple of opportunities to change. If they don’t even at least move to a B player quadrant, 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 money.

Ask your self those questions:

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?

As a leader, you look at that quadrant and you will know exactly what you need to do. Do employers need more training? Do they need more coaching?
Do you need to let them go or do you need to get out of the way so they can do their job? Maybe you stop being that control freak and you set them free and let them shine.
Give them the platform. Give them the stage. Let them do what they are best at, and remember people join your organization because of your vision, but they leave your organization because of poor leadership.

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