Podcasts about b players

When we read commentary about how we should be recruiting A Players to boost our firm's performance, this is a mirage for most of us running smaller sized companies.  If you are the size of a Google or a Facebook, with massively deep pockets, then having A Players everywhere is no issue.  The reality is A Players cost a bomb and so most of us can't afford that type of talent luxury.  Instead we have to cut our cloth to suit our budgets.  We hire C Players and then we try to turn them into B Players.  Why not turn these B Players into A players? This is a contradiction isn't it, because we always striving and thrusting for the best possible results.  If we invest and take a B Player to A Player status, there is a very strong likelihood someone else will admire our handiwork and poach them from us.  We have all heard that truism about “what if I develop my people and they leave”, countered with “what if we don't invest in them and they stay?'.  This is correct up to the point of your cash flow reserves.  We are not talking about having useless people staying on, sucking up our cash resources. B Players are very capable and are worth investing in to become even more capable.  The additional investment to turn them into A players though, if they have that capability in the first place, may be a case of over investment. Having large portions of your revenue centered around a very small number of clients is recognized as a very dangerous position to be in.  In the same way, having one or two people accounting for a disproportionate amount of firm income or expertise is also dangerous. When the top performers leave it can be very disruptive. Most bosses do not sufficiently explain their departure to the remaining staff.  In this vacuum, the other members of the team worry about what the A Players know that they don't.  Is the firm going down and are those most capable of getting another job jumping ship?  Will an exodus of A Players introduce fragility into the business? The loss of the contribution of A Players is bad enough, but their departure can be interpreted by staff in ways bosses would never imagine.  That is why no matter who leaves, leaders always need to carefully reassure everyone else, that the firm is fine and this was a personal choice by one individual.  Don't allow rumours, imaginings and guesswork to creep into the equation.  We need to own the narrative every time. I have a very carefully designed spreadsheet which allows me to track my sales team's performance.  It includes all of their costs and related costs, to give me a clear picture of what each sales person's contribution to the company actually is.  This allows me to see the amount of leverage they represent. I want to know what is the multiple of their revenue return against their total cost.  The bigger that multiple the better, up to a point. If the multiple is fantastic, but the overall income volume generated is too low, then we can go broke in short order.  So there has to be a balance between raw volume of funds coming in and the effectiveness of return on their efforts.  This is where B Players can excel.  They produce multiples which work for the business and generate a positive profit result.  The A Players can have bigger numbers, but their multiples may not be that outstanding.  They also point to their big numbers and say rude things like “I want more money”.  That pay rise to keep them will hammer the attractiveness of their multiple pretty quickly.  A Players are like an oasis in the desert.  The vision through the heat haze can lure small business owners to invest, when that may not be the best idea.  It can be better, over time, to build the ranks of the B players from the within the ranks of the C Players.  This is the classis bootstrap approach to building companies.  We all do it at the beginning don't we, but then with some success comes hubris and we start to imagine we can extrapolate our genius.  Before you know it, the multiples have swung in the wrong direction.  For this reason, it is wise to track the multiples down to the last cent and determine to keep on tracking.  When you are small, love your B Players and hold them close.  Invest in them, but don't over invest.  Where is that elusive line of demarcation?  Experience watching newly minted A Players, who were once your B Players, heading for the exits and more money, helps to establish it in your mind. Monitoring the multiple components will create an algorithm indicating how much is enough and how much is too much.  We won't always get it right, but we can get pretty close if we pay careful attention to the issue.  Remember this is art, but with big servings of science tossed into the mix.   

How do you really know if someone is the right fit for your team—or your company's future? In this episode of The Greatness Machine, Darius sits down with Dr. Geoff Smart, founder of GH Smart and author of the bestselling book Who, to break down what separates successful hiring from costly mistakes. Geoff reveals the power of evidence-based assessments, why psych tests often fall short, and how intense curiosity—not stress—is the key to unlocking a candidate's true potential. From helping Fortune 500 companies select CEOs to coaching emerging leaders, Geoff shares stories, strategies, and myths about the hiring process—plus, why the "sell me this pen" test is just bad business. In this episode, Darius and Geoff will discuss: (00:00) Introduction to Geoff Smart and His Journey (02:55) The Importance of Hiring and Core Values (06:08) Geoff's Origin Story and Founding GH Smart (09:00) Cultural Fit and Hiring Process (11:55) The Role of Core Values in Business (14:52) Firing with Respect and Responsibility (18:05) A Players vs. B Players in Hiring (20:54) Adapting to Different Stages of Business Growth (30:05) Identifying A-Players for Growth (34:02) The Importance of Leadership in Organizations (40:25) Effective Interview Techniques (43:00) Assessing CEOs and Leadership Roles (48:44) Onboarding and Post-Hiring Strategies (55:20) Overcoming Fear of Failure Dr. Geoff Smart is the chairman and founder of ghSMART, a leadership advisory firm that helps CEOs, entrepreneurs, and public-sector leaders build high-performing teams. Founded in 1995, ghSMART is recognized for its rigorous hiring methods, impactful leadership development, and a culture of excellence. The firm has topped Glassdoor and Vault rankings and published several bestselling books, including “Who: The A Method for Hiring”. Geoff holds a Ph.D. in Psychology and was mentored by management legend Peter Drucker. Beyond business, he's committed to public service and leadership development through programs like the Colorado Governors Fellowship and his work with CiviCo. Sponsored by: Brevo: Get started free or save 50% for 3 months with code GREATNESS at brevo.com/greatness.  Huel: Try Huel with 15% OFF + Free Gift for New Customers today using my code greatness at https://huel.com/greatness. Fuel your best performance with Huel today!  Indeed: Get a $75 sponsored job credit to boost your job's visibility at Indeed.com/DARIUS. Notion: Get Notion Mail for free right now at notion.com/machine.  ShipStation: Go to shipstation.com and use code GREATNESS to sign up for your FREE trial.  Shopify: Sign up for a $1/month trial period at shopify.com/darius.  Connect with Geoff: Website: https://geoffsmart.com/  Website: https://ghsmart.com/  LinkedIn: https://www.linkedin.com/in/drgeoffsmart/  Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://therealdarius.com/youtube Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Yes, there is a scenario where "B" players best "A" players every time. In this episode, we share why this is the case for all of us.

Knowing the job market is hard as hell recently, Shiva Manjunath decided to enlist the help of Ben "The Zen" Labay, CEO at Speero, to help you nail that CRO interview. Ben Labay has a TON of experience hiring at Speero - he even hired Shiva at some point, which he quoted as "my best hire at Speero ever." They discussed a number of things, including: CROs should present as product owners, discuss the things you've shipped as much as possible, and demonstrate critical thinking as best as you can during the process of interviewing (especially in any CRO case studies you discuss). Even though we all hate Ben, we can't deny he says some smart things sometimes. Thankfully every smart thing he's ever said, I captured in this episode. Plus, if you listen to the whole episode, I drop an exclusive promo code for a hefty amount of $$$ off a ticket for EXL, courtesy of Ben. Disclaimer: I get no kickbacks or dollars for anyone who uses the code - I just want to meet as many certified homies at EXL! Timestamps: 00:00 Start of Episode 2:22 What Does a Hiring Manger Want to Learn About You in the Interview? 10:05 Don't Be Afraid to Ask About the Day-to-Day Responsibilities 15:57 Ben Describes the Differences Between A Players, B Players, and C Players 24:46 Tips For CROs to Explain Their Process to Hiring Managers 37:17 Listener Question : Trina Moitra Go follow Ben Labay on LinkedIn, and check out some awesome blueprints on the Speero website to learn more about experimentation things. Also make sure you guys are following Trina Moitra on LinkedIn - she's a certified homie!!! If you have listener questions, submit them at https://tinyurl.com/askfromatob for a chance to be featured too!

Your team is mostly made up of two kinds of people: donkeys and unicorns.Lemme explain: Unicorns are high-achievers who can create and manage systems independently, while donkeys are reliable executors of the tasks within the systems (both are important to your organization).Most teams consist primarily of donkeys, and you know what? That's perfectly okay. The key is to build airtight systems and processes that allow everyone to excel.In this episode, you'll learn how to tell the difference between A, B, and C players on your team, how to help B players advance in your organization, and my framework for giving performance reviews,Click play to hear all of this and…(00:00:00) How to understand A, B, and C players in your team.(00:01:57) How to categorize the different types of people on your team.(00:02:57) What it means to have a team of “unicorns” and “donkeys”.(00:05:55) Three key traits to recognize A players within a team.(00:07:48) Steve Jobs' “A Player Philosophy”.(00:08:42) How I define A players and prevent them from leaving the organization.(00:10:39) The key differences between A players and B players.(00:11:43) What you need to know about C players.(00:13:38) A personal story of letting a team member go when they weren't meeting expectations.(00:17:27) Four steps for conducting effective performance reviews.(00:22:13) Why you must create a culture where feedback is accepted and sought out.For full show notes, visit https://jasminestar.com/podcast/episode461Listen to Related Episodes:How You Can Develop the BEST Traits in LeadershipFive Things My Team and I Do to Stay Productive and Reach Our GoalsEmotional Intelligence in Leadership: How You Can Develop, Practice, and Improve ItResources:Let's Hear It for B Players, Harvard business review, Thomas J. DeLong

Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/   Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com)   Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/   See Thousands of Case Studies Today HERE:  www.thrivetimeshow.com/does-it-work/  

F&B players in the country continue to grapple with rising cost of living and evolving consumer preferences. Over the last few weeks we have seen boycotts of several international franchises due to affiliation with Israel. Jeremy Lim, Vice-President & Media Liaisons, Persatuan Pemilik Restoran & Bistro shares with us how the industry is doing.Image credit: Shutterstock.com

The F&B sector has been a tale of mixed fortunes in the post-pandemic era, weighed down by supply chain disruptions, currency volatility, labour shortages and rising cost of living concerns. What are F&B players looking for in Budget 2024 to cushion the economic uncertainties? We hear from Patrick Sim, council member of the MRCA F&B Division and Managing Director of Secret Recipe for the industry wishlist.Brought to you by Mah Sing. Reinvent Spaces. Enhance Life.Image credit: Shutterstock.com

Today's guest is an ardent supporter of investing in their team to help them master their craft and maximize results. He's spent his entire career in the technology and B2B SaaS arena leading through numerous GTM roles. Brian Caulfield is the Chief Operating Officer at TeamSnap. Brian joins Host Matt Benelli to discuss how to avoid the debilitating impacts of attrition, how to identify the three types of employees on your team, and why having a leadership group that believes in coaching is so important.Takeaways:Attrition is one of the biggest hurdles for any team in trying to reach its goal or attain an outcome. Without having the right people in the right seats, teams will struggle to be successful.When constructing and managing a team, employees can be broken into three subsets: A Players, B Players, and C Players. Each type of employee needs different types of coaching and support in order to maximize both their growth and the company's.A Players, also referred to in sales as “Eagles”, consistently produce great results but are hard to find. C Players are all talk and no action. They find excuses for every missed outcome. Leaders should weed C Players out of their teams. B Players get the best benefit from coaching and can become “the closest thing to an A Player through effective coaching.” B Players likely make up the majority of your team so it's worth investing in their development.The Sandler Sales methodology is a very effective coaching tool for developing B Players because it teaches them the science and technique components of selling and how to improve their sales approach by practicing those techniques.Coaching requires both top-down and bottom-up buy-in from an organization. To implement effective coaching methods, the leadership team needs to believe in coaching and want to make investments in developing their team. In order for that training to take hold and really stick with your employees, they must have a desire to be coached. When finding a new job as a sales leader, make sure to interview the company about their commitment to coaching as much as they interview you. Find out if they're willing to pay for the proper trainers, managers, and software tools that you know are needed.Sales managers should avoid focusing too much and getting too involved with certain deals. As tough as it might be to hear, sales reps need room to fail and lose a few deals so they can learn valuable lessons from those failures. Encourage your team to share things that they've learned from failures, that way every other rep doesn't have to learn that same lesson the hard way.Quote of the Show:“The biggest hurdle to hitting objectives, whether it's a releasing product or it's hitting a quota, is attrition. If you don't have butts in seats, it's really hard to win.” - Brian CaulfieldLinks:LinkedIn: https://www.linkedin.com/in/briancaulfieldintralinks/ TeamSnap Website: https://www.teamsnap.com/ Shoutouts:Richard Farlow: https://www.linkedin.com/in/richard-f-b68a7a41/ Leif O'Leary: https://www.linkedin.com/in/leifoleary/ Ways to Tune In:Spotify: https://open.spotify.com/show/0Yb1wPzUxyrfR0Dx35ym1A Apple Podcasts: https://podcasts.apple.com/us/podcast/coach2scale-how-modern-leaders-build-a-coaching-culture/id1699901434 Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy50cmFuc2lzdG9yLmZtL2NvYWNoMnNjYWxlLWhvdy1tb2Rlcm4tbGVhZGVycy1idWlsZC1hLWNvYWNoaW5nLWN1bHR1cmU Amazon Music: https://music.amazon.com/podcasts/fd188af6-7c17-4b2e-a0b2-196ecd6fdf77 Podchaser: https://www.podchaser.com/podcasts/coach2scale-how-modern-leaders-5419703 YouTube: https://www.youtube.com/@Coach2Scale CoachEm™ is the first Coaching Execution Platform that integrates deep learning technology to proactively analyze patterns, highlight the "why" behind the data with root causes, and identify the actions that will ultimately improve business results going forward.  These practical coaching recommendations for managers will help their teams drive more deals, bigger deals, faster deals and loyal customers. Built with decades of go-to-market experience, world-renowned data scientists and advanced causal AI/ML technology, CoachEm™ leverages your existing tech stack to increase rep productivity, increase retention, and replicate best practices across your team.Learn more at coachem.io

Connie's motivational quote for today is by – Mark Hunter, “It's not about having the right opportunities.  It's about handling the opportunities right. “ Over the past four decades, opportunities have been everywhere, and how I have responded to those opportunities resulted in success and yes even failures.  It's all a learning experience.    My guest today provided me with some stats that I feel compelled to share: “55% of sellers are lacking basic sales skills. And in 2023, when budgets are tighter, you can't afford to have C-Players on your team. And while most would try to find new talent to replace their lower performers, quality talent is difficult to find today. That's why revenue leaders have started to focus on developing their teams to turn their C-Players into B-Players, and their B-Players into A-Players.”  I find these statistics mind-blowing.  I see this all the time.  We fire salespeople, hire new folks, and then fire, hire again and again.   Crazy right?    About Matt Green:  Matt has led sales and operations for multiple hyper-growth, venture-backed tech companies. In these roles, he oversaw personnel management, strategic planning, and sales leadership in multiple markets across the U.S. Matt now helps run the first and only Scale-as-a-Service platform for the country's most exciting B2B tech companies.   How to Get in Touch With Matt Green:  Email: matt@salesassembly.com Website:  https://www.salesassembly.com/ LinkedIn:  https://www.linkedin.com/in/matthewcorneliusgreen/ Free Gift: https://www.salesassembly.com/tour/   Stalk me online! LinkTree: https://linktr.ee/conniewhitman Download Free Communication Style Assessment: https://whitmanassoc.com/csa/  All-Star Community:  https://changingthesalesgame.mykajabi.com/All-Star-Community Infinite List Community:  https://mneeley.ontraport.com/t?orid=12172&opid=53   Subscribe and listen to the Changing the Sales Game Podcast on your favorite podcast streaming service or on YouTube.  New episodes post every week - listen to Connie dive into new sales and business topics or problems you may have in your business.

In this Mike on the Mic episode, we will discuss how important it is in your business to incorporate quarterly talent assessments to ensure optimal performance growth. I break down the different types of employees found in every organization and share action plans on to handle each one. Who are the different players on your team? Why is it necessary to nurture your overachievers and have the tough conversations with the toxic employees? Stay tuned to hear the answers and learn more about A Players, B Players, C Players, and Toxic C Players.TALENT ASSESSMENT TOOL PDF Get Free GiftThe limitless organization short video coursemike-goldman.com/limitlessThanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

What's the makeup of your team?  Whether you are new to leadership or inheriting a new team - first things first - we must assess our players.  The A Players - The Super Stars The B Players - Good, Not Exceptional The C Players - Fall below expectations Sales Managers tell us they are: • Unsure how to approach a coaching cadence with the 3 different types of players • Lack the how-tos when unlocking motivation for the C-players • Concerned about how to keep the A-players happy and engaged, so they don't look elsewhere If this sounds like you, tune in: 0:00 Intro More details coming soon!   Pete and Lindsay will discuss 3 coaching tips, specifically, to turn B players to A Players.

If you're ready to up your income game as a fitness coach, this episode is for you. I (Erin) be sharing the top 10 thoughts that helped us earn 6 million dollars in 2022. Whether you're just starting out or looking to take your business to the next level, these thoughts and past beliefs will hopefully help you avoid making some of the mistakes we have.   Time Stamps:   (1:43) Belief #1: Someone Else Can Do This Better Than Me (3:06) Belief #2: Product First (4:06) Belief #3: Holding Adults Accountable (4:51) Belief #4: A Players Want Critical Feedback (5:30) Belief #5: A Players vs B Players (6:44) Belief #6: Power of Focus (8:41) Belief #7: Business Doesn't Exist for Your Ego (10:22) Belief #8: Going the Extra Mile for the Customer (11:57) Belief #9: No One Knows the Prospect Better Than You (13:14) Belief #10: Winning Big Means Risking Big (15:37) Our IFCA Guarantee ---------- Learn More About Impact Fitness Coaching Academy,   To Learn More About I.F.C.A. - And How We've Helped More Than 1,700 Fitness Coaches, Experts, and Influencers Grow a 5-35k+ Month Online Fitness Business Without Paid Ads, Complicated Funnels, or Even Having a Large Social Media Following    Click Here→ to VISIT THE IFCA PAGE  ---------- GIVEAWAY!  Leave a rating + review on iTunes, and Have a Chance To Win a $200 Amazon Gift Card + Special Prizes! Winners Announced Monthly on The Episode. Simply leave a review, and send a screenshot to the Fit Biz Podcast Instagram Page!

Host CArl Lewis and football writer Zach Lowy discuss players to watch in Group B. Group B at the 2022 World Cup contains one of the favourites, England, alongside fellow home nation Wales, the United States and Iran. Group B England World ranking: 5 Coach: Gareth Southgate Confirmed 26-man squad: Nick Pope (Newcastle), Aaron Ramsdale (Arsenal), Jordan Pickford (Everton), Trent Alexander-Arnold (Liverpool), Conor Coady (Everton), Eric Dier (Tottenham), Harry Maguire (Manchester United), Luke Shaw (Manchester United), John Stones (Manchester City), Kieran Trippier (Newcastle), Kyle Walker (Manchester City), Ben White (Arsenal), Jude Bellingham (Borussia Dortmund), Mason Mount (Chelsea), Kalvin Phillips (Manchester City), Declan Rice (West Ham), Jordan Henderson (Liverpool), Conor Gallagher (Chelsea), James Maddison (Leicester City), Phil Foden (Manchester City), Jack Grealish (Manchester City), Harry Kane (Tottenham), Bukayo Saka (Arsenal), Raheem Sterling (Chelsea), Callum Wilson (Newcastle), Marcus Rashford (Manchester United) Kyle Walker and Kalvin Phillips are in despite their recent injury issues. Ben White, Callum Wilson, Marcus Rashford and James Maddison have been recalled. Ben Chilwell and Reece James miss out through injury. Iran World ranking: 22 Coach: Carlos Queiroz Confirmed 25-man squad: Alireza Beiranvand (Persepolis), Hossein Hosseini (Esteghlal), Payam Niazmand (Sepahan), Amir Abedzadeh (Ponferradina), Ramin Rezaeian (Sepahan), Abolfazl Jalali (Esteghlal), Hossein Kananizadegan (Al Ahli SC), Shoja Khalilzadeh (Al Ahli SC), Mortza Pouraliganji (Persepolis), Majid Hosseini (Kayserispor), Sadegh Moharrami (Dinamo Zagreb), Milad Mohammadi (AEK), Ehsan Hajisafi (AEK), Saeid Ezatolahi (Vejle Boldklub), Ahmad Nourollahi (Shabab Al Ahli), Ali Karimi (Kayserispor), Rouzbeh Cheshmi (Esteghlal), Vahid Amiri (Persepolis), Mehdi Torabi (Persepolis), Alireza Jahanbakhsh (Feyenoord), Ali Gholizadeh (Charleroi), Saman Ghoddos (Brentford), Sardar Azmoun (Bayer Leverkusen), Karim Ansarifard (Omonia), Mehdi Taremi (Porto) Iran are the underdogs of Group B but, ranked 20th in the world, they are only one place below Wales and heading to their third-successive finals. Sixteen of the players in their most recent squad played in Russia in 2018. The players recently voiced their support for protests over the death of Mahsa Amini while she was being held by ‘morality police'. It remains to be seen if the squad will continue those protests in Qatar.   United States World ranking: 16 Coach: Gregg Berhalter Confirmed 26-man squad: Matt Turner (Arsenal), Sean Johnson (NYCFC), Ethan Horvath (Luton Town), Sergino Dest (AC Milan), Walker Zimmerman (Nashville), DeAndre Yedlin, (Inter Miami), Antonee Robinson (Fulham), Tim Ream (Fulham), Joe Scally (Borussia Monchengladbach), Shaq Moore (Nashville), Cameron Carter-Vickers (Celtic), Aaron Long (New York Red Bulls), Brenden Aaronson (Leeds United), Kellyn Acosta (LAFC), Tyler Adams (Leeds United), Luca De La Torre (Celta Vigo), Weston McKinnie (Juventus), Yunus Musah (Valencia), Cristian Roldan (Seattle Sounders), Christian Pulisic (Chelsea), Jesus Ferreira (FC Dallas), Jordan Morris (Seattle Sounders), Gio Reyna (Borussia Dortmund), Josh Sargent (Norwich City), Tim Weah (LOSC Lille), Haji Wright (Antalyaspor) Zach Steffen missed the recent friendlies and is not included in the Qatar squad, with Arsenal keeper Matt Turner taking the reins as No. 1. Premier League stars Turner, Antonee Robinson, Tim Ream, Brenden Aaronson, Tyler Adams, and Christian Pulisic are in.   Wales World ranking: 19 Coach: Rob Page Confirmed 26-man squad: Wayne Hennessey (Nottingham Forest), Danny Ward (Leicester City), Adam Davies (Stoke City), Neco Williams (Nottingham Forest), Ben Davies (Tottenham Hotspur), Ben Cabango (Swansea City), Joe Rodon (Rennes, on loan from Tottenham Hotspur), Chris Mepham (Bournemouth), Ethan Ampadu (Spezia, on loan from Chelsea), Chris Gunter (AFC Wimbledon), Connor Roberts (Burnley), Tom Lockyer (Luton Town), Aaron Ramsey (Nice), Joe Allen (Swansea City), Harry Wilson (Fulham), Joe Morrell (Portsmouth), Dylan Levitt (Dundee United), Rubin Colwill (Cardiff City), Jonny Williams (Swindon Town), Matthew Smith (Milton Keynes Dons), Sorba Thomas (Huddersfield Town), Gareth Bale (Los Angeles FC), Dan James (Fulham, on loan from Leeds United), Kieffer Moore (Bournemouth), Mark Harris (Cardiff City), Brennan Johnson (Nottingham Forest). Joe Allen has not played for Swansea since September due to a hamstring problem but is in the squad. Tom Lawrence misses out thanks to a knee injury that has kept him out of Rangers action since August. The good news is that Aaron Ramsey is at least playing (sparingly) for Nice while Gareth Bale looked in fine fettle in the MLS Cup final.

Do you have a hard time retaining high quality staff? Learn the proven steps for retaining and inspiring high quality people within your business. Business coach Clay Clark gives the specific things you must do to keep A-players.

Although diners have returned to restaurants and eateries with the full reopening of the economy, current economic conditions are far from ideal for the F&B sector. Cost pressures, including higher raw material expenses and labour shortages, have put F&B operators in a dilemma given inflation is also constraining consumers' wallets. Can Budget 2023 provide a boost? We speak to Datuk Garry Chua of the MRCA for their budget wishlist.Brought to you by Mah Sing. Reinvent Spaces. Enhance Life.Image credit: Shutterstock

Although diners have returned to restaurants and eateries with the full reopening of the economy, current economic conditions are far from ideal for the F&B sector. Cost pressures, including higher raw material expenses and labour shortages, have put F&B operators in a dilemma given inflation is also constraining consumers' wallets. Can Budget 2023 provide a boost? We speak to Datuk Garry Chua of the MRCA for their budget wishlist.Brought to you by Mah Sing. Reinvent Spaces. Enhance Life.Image credit: Shutterstock

In business, tolerations are dangerous. The things you tolerate are keeping you from growing and moving forward. If you're not growing, you're dying. One of the biggest tolerations business owners have is an adequate team filled with B-players or C-players. These are people who show up, do what's necessary, then go home. An adequate player […] The post The Successful Mind Podcast – Episode 532 – Lessons on Leadership – Part IV – A Players vs B Players: How Tolerating an Adequate Team Will Destroy Your Business appeared first on Successful Mind Podcast.

This week join Seth and Jay as they discuss: Taking 2 weeks off in a row to see what “breaks” How to deal with an underperforming team - can a new A player elevate the team? When should you add an HR employee? Can you outsource or use a vendor? Discuss a new Google My Business move and Planning office space for the future - suburbs for staff and city center for attorneys?

As inflation sets in across APAC, food and drink brands are tasked with helping consumers manage the cost of living by providing grocery value. This also means consumers are seeking ways to save money on food and drinks and will visit stores with cheaper prices.  So why is it more important than ever for F&B players to be transparent with price increases?  Cormac Henry, Global Food & Drink/Purchase Intelligence Analyst, Mintel shares his views. See omnystudio.com/listener for privacy information.

Covid-19 pandemic has sparked a new era of digitalisation in most walks of life including the food and beverage industry. However, apart from food and beverage, not all companies are ready to enter such digitalised phase.On SGExtra, Prime Time's Timothy Go and Bharati Jagdish spoke with Eugene Ng, Co-founder and CRO, StaffAny and Vanessa Kwa, Associate Product Manager (APM), StaffAny to find out more.  See omnystudio.com/listener for privacy information.

The best way to improve employee productivity is to treat them. Eric Regan, founder, and owner of Mission Painting discusses his "why" for starting and growing his business, and how that impacts every decision he makes. He shares why he does not use commissions to motivate his employees but instead pays them far above market rates, and the benefits he has seen in Mission Painting's culture and service as a result of doing so. Eric discusses the mindset he embraces when faced with disappointment, and how that mindset has been a huge catalyst for his growth and success. Topics Discussed: - A Players hire A Players. B Players hire C Players. - The right behaviors create the right actions - How to view mistakes as positive learning opportunities, and the massive benefits of doing so - Eric's mission, and how that has driven his success Watch the episode on PCA Overdrive PCA Overdrive is free for members. Not a member? Try our 30-day, free trial; $5.99/mo after. Download the app on the Apple Store or Google Play. Become a PCA member

That's right, we go to 3.5 in this one and tell you who are our B+ Players. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/jason-brown69/message

We are well on the way into our endemic stage, while it is good news for everyone, some business sectors here are not letting out a sigh of relief just yet. F&B businesses are expected to continue to face a host of concerns in the post-pandemic business landscape, from rising labour and energy costs to labour shortages. Priyanka Gargav, Head of Commercial, SEA & Hong Kong, Adyen shares her views on how F&B players can mitigate their continued challenges and what they can do to woo diners back and stay competitive.        See omnystudio.com/listener for privacy information.

OVERVIEW: Jason A. Duprat, Entrepreneur, Healthcare Practitioner, and Host of the Healthcare Entrepreneur Academy podcast talks about the best ways to build your team while growing your business. He discusses key qualities to look for when interviewing potential candidates. He also shares key insights based on his own experience as he continues to go through the hiring process and expand his team.    EPISODE HIGHLIGHTS: The challenge with hiring A Players, especially as a small business, is that typically you can't afford A players' salaries. It can be tempting to hire B Players and even C Players when your business doesn't have a lot of extra revenue to go around and/or when you've waited too long to hire and it feels overwhelming.  When you wait until you're completely overwhelmed, you tend to take shortcuts. You tend to take the person that seems to fit the role the quickest. To attract A Players, sell your business, position, and growth. Sell income earning potential.  Income earning potential can include equity in the company, profit splits, or revenue sharing. You can also offer flexible work schedules and training support.  Set the bar high. Anticipate growth so you can hire A Players. Be aware of your profits and losses.  Hire an intrapreneur vs an entrepreneur. Intrapreneurs are intuitive and they innovate ideas and grow teams yet have a low-risk tolerance.   The reason you don't want to hire an entrepreneur is that they've probably already started businesses before. And those efforts failed so they lost their mojo. If they get their mojo back, they'll likely leave you to start their own business again.    3 KEY POINTS: A Players have the skills and the talent to grow your business exponentially faster and better.  When you're looking for A Players, the number one thing you can do is sell the position and sell the idea of future growth. A Players know the skills they bring to the table. They understand that if given the right environment, they can exponentially grow revenue and the role as well.    TWEETABLE QUOTES: “Do not always look for the best deal in terms of hourly rates or salary. Instead, you should aim to find A Players.” - Jason Duprat “A Players are people that excel at what they do and they're able to take your business's growth to a completely new level.” - Jason Duprat “When it comes to hiring, don't jump the gun. Don't make split-second decisions because you're feeling overwhelmed and you're swamped in your business.” - Jason Duprat   RESOURCES: Jason's YouTube page: https://www.youtube.com/channel/UCBBMpR5QZP97lPy8LubH5_A Have a healthcare business question? Want to request a podcast topic? Text me 407-972-0084 and I'll add you to my contacts. Occasionally, I'll share important announcements and answer your questions as well. I'm excited to connect with you! Do you enjoy our podcast? Leave a rating and review: https://lovethepodcast.com/hea Don't want to miss an episode? Subscribe and follow: https://followthepodcast.com/hea   #HealthcareEntrepreneurAcademy #healthcare #HealthcareBoss #entrepreneur #entrepreneurship #podcast #aplayers #besthiringpractices #buildyourteam #buildyourdream #intrapreneur

Lengthly episode today but one I feel you get a lot of value from. This is a 90 minute coaching call within our Mastery program in NLCA. We first go through some roleplaying with objection handling, give some feedback, and then open it up to Q&A.   Time Stamps:   (0:00) Intro (3:00) Client Wins (8:55) Objection Handling (15:30) Improving on the Mock Call (24:00) Another Mock Call Example (34:30) DM'er Messenger Schedule (43:43) International Issues (46:10) Facebook Ads (48:55) Wave vs Stripe (52:50) Black Friday (54:45) Assistant Coach SOP's (1:07:50) A vs B Players (1:13:55) Churn Rate (1:15:00) Alumni Pricing (1:16:45) 12 Month Commitment Offer (1:34:06) Where to Find Me  ----------- Follow Me on Instagram - https://www.instagram.com/the_fitceo/  ----------- If you are feeling stuck and you're ready to take the next step, check out Next Level Coaching Academy - https://www.thenextlevelcoachingacademy.com

It's estimated that 99 percent of Singapore’s chickens lay eggs in cages. Multinational consulting firm Global Food Partners have launched two courses to enable hospitality and food companies, as well as farmers to transition to cage free eggs. On Sustainable Singapore, Rhianne Lovell-Boland speaks to Elissa Lane, Co-founder and chief executive officer at Global Food Partners who shares more about the issue and how they are addressing it. See omnystudio.com/listener for privacy information.

Jennifer Sutherland, Senior Director of Training and Development at KellyConnect, talks about her approach to leadership, mentorship, and how to handle high achievers (it's not just attempting to fit a round peg in a square hole and calling it a "promotion"). We talk about women in leadership about how there needs to be an intentional effort to ensure that diversity reaches all levels of an organization. We joke, laugh, and provide some great concepts and ideas to sink your teeth into. #BaxtersBuzz --- Support this podcast: https://anchor.fm/baxter-hall/support

Hey, fitness entrepreneurs! In this episode, we dig deep into some of the main differences between A-players in the online coaching space, and B-players… and it’s not what you may think. Check out the episode to see if you have the qualities needed to grow a massively successful online coaching business. Episode Highlights: Recognizing different ways people respond (02:15) The right way you should be communicating as a mentor (09:04) Why detaching your emotions and being open to criticism is golden (11:25) The better you are, the hungrier you should be to learn (20:26) It’s also not just you, it’s the environment around you (23:55) Suggested reading materials to help you in your journey (25:41) So, ask yourself: are you an A player or a B player? (29:15) About the hosts: Andrew Gaussen and Andrew Poulton are business and marketing analytics experts with a passion for fitness and making big money out of it. Together, they are the founders of the Hypothroid Body Transformation. Helping people conquer hypothyroidism through balanced nutrition and a well-rounded lifestyle since 2017. They also co-founded Systems By Design. An online coaching platform that aims to help fitness professionals of all sizes grow their business to a 7-figure measure. Resources: If you would like help in creating or growing your online business, you can learn more by booking a call with us through this link: ttps://go.systems-by-design.com/breakthrough-session Connect with us: Subscribe to our YouTube: https://www.youtube.com/channel/UCXz50Vz-vOPdcdctAdsDECQ/videos Andrew Gaussen on Facebook: https://www.facebook.com/agaussen/ Andrew Poulton on Facebook: https://www.facebook.com/profile.php?id=100050991353149 Where to Listen: YouTube: http://bit.ly/2KvRb1J Omny.fm: http://bit.ly/3tysRhU RADIO.COM: http://bit.ly/3ryEuna LISTEN NOTES: http://bit.ly/3q62n58 iTunes: http://apple.co/2YVNKpe Google Podcasts: http://bit.ly/3p7KuSe Spotify: http://spoti.fi/39W74ZC See omnystudio.com/listener for privacy information.

My pre-per-view of #ImpactUnderSiege... then it's the B+ Players, in this week's #3WayDanceOff! ~ ~ ~ I'd like to hear from you! Please drop me a line @ ring-rust@hotmail.com {Subject Line: Ring Rust} & let me know what you like {or dislike} about my show! I'm always on the lookout for constructive criticism {if you want playlists, start giving me feedback, people!} Also... http://patreon.com/MarkJabroni ~ ~ ~ RECORDED LIVE @ The Holy Smackdown Hotel in Sunny St. John's NL!

When we read commentary about how we should be recruiting A Players to boost our firm's performance, this is a mirage for most of us running smaller sized companies.  If you are the size of a Google or a Facebook, with massively deep pockets, then having A Players everywhere is no issue.  The reality is A Players cost a bomb and so most of us can't afford that type of talent luxury.  Instead we have to cut our cloth to suit our budgets.  We hire C Players and then we try to turn them into B Players.  Why not turn these B Players into A players?   This is a contradiction isn't it, because we always striving and thrusting for the best possible results.  If we invest and take a B Player to A Player status, there is a very strong likelihood someone else will admire our handiwork and poach them from us.  We have all heard that truism about “what if I develop my people and they leave”, countered with “what if we don't invest in them and they stay?'.  This is correct up to the point of your cash flow reserves.  We are not talking about having useless people staying on, sucking up our cash resources.   B Players are very capable and are worth investing in to become even more capable.  The additional investment to turn them into A players though, if they have that capability in the first place, may be a case of over investment. Having large portions of your revenue centered around a very small number of clients is recognized as a very dangerous position to be in.  In the same way, having one or two people accounting for a disproportionate amount of firm income or expertise is also dangerous.   When the top performers leave it can be very disruptive. Most bosses do not sufficiently explain their departure to the remaining staff.  In this vacuum, the other members of the team worry about what the A Players know that they don't.  Is the firm going down and are those most capable of getting another job jumping ship?  Will an exodus of A Players introduce fragility into the business? The loss of the contribution of A Players is bad enough, but their departure can be interpreted by staff in ways bosses would never imagine.  That is why no matter who leaves, leaders always need to carefully reassure everyone else, that the firm is fine and this was a personal choice by one individual.  Don't allow rumours, imaginings and guesswork to creep into the equation.  We need to own the narrative every time.   I have a very carefully designed spreadsheet which allows me to track my sales team's performance.  It includes all of their costs and related costs, to give me a clear picture of what each sales person's contribution to the company actually is.  This allows me to see the amount of leverage they represent. I want to know what is the multiple of their revenue return against their total cost.  The bigger that multiple the better, up to a point.   If the multiple is fantastic, but the overall income volume generated is too low, then we can go broke in short order.  So there has to be a balance between raw volume of funds coming in and the effectiveness of return on their efforts.  This is where B Players can excel.  They produce multiples which work for the business and generate a positive profit result.  The A Players can have bigger numbers, but their multiples may not be that outstanding.  They also point to their big numbers and say rude things like “I want more money”.  That pay rise to keep them will hammer the attractiveness of their multiple pretty quickly.   A Players are like an oasis in the desert.  The vision through the heat haze can lure small business owners to invest, when that may not be the best idea.  It can be better, over time, to build the ranks of the B players from the within the ranks of the C Players.  This is the classis bootstrap approach to building companies.  We all do it at the beginning don't we, but then with some success comes hubris and we start to imagine we can extrapolate our genius.  Before you know it, the multiples have swung in the wrong direction.  For this reason, it is wise to track the multiples down to the last cent and determine to keep on tracking.    When you are small, love your B Players and hold them close.  Invest in them, but don't over invest.  Where is that elusive line of demarcation?  Experience watching newly minted A Players, who were once your B Players, heading for the exits and more money, helps to establish it in your mind. Monitoring the multiple components will create an algorithm indicating how much is enough and how much is too much.  We won't always get it right, but we can get pretty close if we pay careful attention to the issue.  Remember this is art, but with big servings of science tossed into the mix. 

#77 C Players make A players B players - met Kim Munnecom by Hinke Veldhuizen

Transitioning from Craftsman to Businessman Why would you want to transition from a Craftsman to Businessman? The true beginning of this transition is when the Craftsman is working for someone and the moment strikes you that you can do better on your own. You feel underappreciated at work, the boss is a jackass, and your, “I can do better”, turns to side jobs on the weekends, and after work until you take a leap of faith to go into business for yourself. That is the beginning of the transition. Discussion speaks of the Natural Born Entrepreneur vs. the craftsman that actually decides to turn businessman. While Eric is the Classic, Craftsman to Businessman story, you can imagine, Brad is the polar opposite jumping into Business and becoming a Craftsman on his journey. The back and forth becomes interesting as their perspectives collide. The transition can be incredibly difficult going from craftsman to businessman as you can find yourself caught in the trap of working harder, hiring more people, and actually making less money, having less time with more risk. Eric and Brad agree that the one thing they would change if they could go back in time is Hiring a Coach or Mentor to help in the transition. Egos and ignorance typically get in the way. The debate hits as The Solo Craftsman operation is not truly a business if you can't walk away from the business and sell it. One man shows have only created a job for themselves. Book Recommendation is The E-Myth Revisited, by Michael E. Gerber. When you begin to really think like a businessman as you decide to scale your business the need for systems and SOP's (standard operating procedures) become paramount. When working with your team you need to transition from a Task Machine Delegator to Delegating Outcomes. We Deep Dive into this! Without a team, running a solo operation, you become vulnerable to losing everything if you take on a serious injury or need to take extended time away from your craft or business for an extended period of time. Discussion of how Hiring “A” Players is paramount vs. how hiring B Players will hold you back from ultimately growing. The dream becomes the business that runs itself and allows you to flow between Businessman and Craftsman as you desire, when you desire and where you desire. HOMEWORK – What did you take away from this podcast? We want to hear your feedback on this topic! Hit us up on Instagram and Facebook to carry on this discussion! Hammer & Grind Profit Club – Link for more information www.hammerandgrind.com/theprofitclub Facebook – Hammerandgrindpodcast Instagram - @hammerandgrindpodcast Instagram - @teamhandy - Brad Huebner Instagram - @theponddigger – Eric Triplett Website – www.hammerandgrind.com

People wrongly assume that to be an expert they need to be the smartest person in the room. But that's completely backward.  Your expertise grows when you surround yourself with smart A players who can make you look good.  Podcast Transcript A and B Players the difference!!  People wrongly assume that to be an expert they need to be the smartest person in the room. But that's completely backward.  Your expertise grows when you surround yourself with smart A players who can make you look good. Don't find the cheapest help or create a team of B players. You will end up looking bad and paying more.  I know this from experience. I've hired people who are the cheapest, and I've hired the most expensive, and I've hired people in between.   When you invest in A players, they are massively more productive than B players.  When you're just starting out, you might try to get B and C players because it's cheaper, but in reality it's way more expensive in the long run.  One A player can do the work of 10, 15, or 20 people. It may seem hard to believe, but it's true. Today in my business I like to try before I buy. Thanks to Upwork, fiver we work and a host of others for certain marketing type skills I use this strategy. I have found The best way to find A players is to hire three people to do a small project. Pay for three versions of what you need. Pick the best and give thatperson the next project. If they do well, give them more.  This way, you'll always have A players on your team.  In order to be an expert, you shouldn't surround yourself with people who know less than you.  Instead, build a team of experts who know more and can do things better. It will elevate you and your company much more quickly than a team of B players would.

It’s time for #BizTipFriday, and today Jilly and I are bringing you a whole new conversation around competency, and helping you make sure that your team is stocked with “A-Players!” Hiring is about much more than just the skills and attitude the person, and in this episode, we’ll reveal what really matters. To get my FREE Goal-Setting Guide, Breakthrough 2021, head to http://jameswedmore.com/breakthrough right now! If you enjoy this episode and it inspired you in some way, we’d love to hear about it and know your biggest takeaway. Take a screenshot of you listening on your device, post it to your Instagram Stories and tag me and Jilly, @jameswedmore and @jillycedeno. Haven’t left a review yet? All you have to do is go to http://jameswedmore.com/itunes, and thanks for your support of this show! I want to invite you to help contribute to this podcast by submitting a question for a #Q&AEdition of The Mind Your Business Podcast. All you have to do is go to http://jameswedmore.com/QA and record a question (under 4 minutes or less) that could be featured on an upcoming episode. In this episode you’ll hear: What an “A-Player” looks like, and the hard truth about them that you need to know How the hiring process has shifted, and the one big thing to look for in a new employee The four attributes of a competent new hire The way we feel about mistakes – plus what we pay attention to with them Why having “B-Players” on your team is so dangerous… For full show notes and links, visit: https://www.mindyourbusinesspodcast.com/blog/431

We're bringing back one of our favorite (and most popular) interviews for the holidays. Jonathan Frick, Partner at Bain, has over 15 years of strategic sales experience helping organizations of all types and sizes maximize productivity. He shares what prevents strategic initiatives from success and how to level-up B-players' performance.Connect with Devin Reed: https://www.linkedin.com/in/devinreed/ Connect with Sheena Badani: https://www.linkedin.com/in/sheenabadani Connect with Jonathan Frick: https://www.linkedin.com/in/jonathan-frick-bain/

https://www.b2bRevenue.com - Get Your Free E-Book on How Companies make Decisions. FAQ: 1 YEAR ACCESS, PAY MONTHLY OR ANNUALLY NOT A SUBSCRIPTION OFFICE HOURS EVERY OTHER WEEK VIA ZOOM UNLIMITED 1-ON-1’S ARE FREE AS LONG AS THEY CAN BE SHARED IN THE COURSE FULL ACCESS ON DAY ONE Video Emails by Covideo = http://www.Covideo.com — SAMPLE EMAIL TO EXPENSE THE COURSE MGR, I have been listening to the brutal truth about sales podcast for X months and it speaks to the issues we face. They currently offer a course that includes video instruction, group Q&A and One-on-One coaching. I’m committed to my own personal development and would like your help in expensing the course. It would pay for itself if I closed only one new deal of $X value. Please let me know by Friday if I can move forward with this 1 year course. Thanks, ME ———————————————————————————————————— Audible 30 day Free Trial: http://www.audibletrial.com/BrutalTruth Check out my YouTube channel and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod Listen to The Sales Questions PodCast: https://itun.es/i67d3Ry Listen to The B2B Revenue Leadership Show: https://itunes.apple.com/us/podcast/b2b-revenue-leadership-show/id1174976428?mt=2 Get a 30 day Free Trial of Pipedrive with “BRUTALTRUTH” coupon at https://www.Pipedrive.com Twitter: @briangburns LinkedIn: Brian G. Burns Facebook: Brian Burns YouTube: Brian Burns SALES PODCAST

https://www.b2bRevenue.com - Get Your Free E-Book on How Companies make Decisions. FAQ: 1 YEAR ACCESS, PAY MONTHLY OR ANNUALLY NOT A SUBSCRIPTION OFFICE HOURS EVERY  OTHER WEEK VIA ZOOM UNLIMITED 1-ON-1’S  ARE FREE AS LONG AS THEY CAN BE SHARED IN THE COURSE FULL ACCESS ON DAY ONE   Video Emails by Covideo = http://www.Covideo.com       — SAMPLE EMAIL TO EXPENSE THE COURSE MGR,   I have been listening to the brutal truth about sales podcast for X months and it speaks to the issues we face.   They current offer a course that includes video instruction, group Q&A and One-on-One coaching. I’m committed to my own personal development and would like your help in expensing the course.   It would pay for itself if I closed only one new deal of $X value.   Please let me know by Friday if I can move forward with this 1 year course.   Thanks, ME ———————————————————————————————————— Audible 30 day Free Trial: http://www.audibletrial.com/BrutalTruth     Check out my YouTube channel and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod     Listen to The Sales Questions PodCast: https://itun.es/i67d3Ry     Listen to The B2B Revenue Leadership Show: https://itunes.apple.com/us/podcast/b2b-revenue-leadership-show/id1174976428?mt=2     Join The Gaggle and Spread The Brutal Truth: http://gaggleamp.com/i/xfpnkxv   LeadFuze Coupon = SALES20 - to get 20% more leads https://www.leadfuze.com/#_l_1i       Use Find that Lead to get anyone’s email: https://findthatlead.com/pricing#_r_brian81   Get a 30 day Free Trial of Pipedrive with “BRUTALTRUTH” coupon at https://www.Pipedrive.com       Twitter: @briangburns LinkedIn: Brian G. Burns Facebook: Brian Burns YouTube: Brian Burns SALES PODCAST    

Please help me grow the Stoke family! Please rate, review, and subscribe. Thank you!Connect with me on Instagram: https://www.instagram.com/steveweltymusic/My music link: https://campsite.bio/stevewelty0:06 Daily Stoke what's up Stoke family. Good day. Good to be with you.0:12 So I'm talking today about A player's, and a big jump I made in my life was life in business was pushing an agenda that I was only going to work with a players that I had big ambitions. We had people to impact, we had lives to improve big things to do, and anything less than an A player was not going to cut it, because I realized there's one Domino that you can knock down in business that knocks all the rest of the dominoes down or like, what's the one decision you can make that eliminates 100 other decisions, and it's hiring smart motivated people that are hungry, humble and getting out of their way.1:14 But it's just life's too short to work with people who, you know, aren't in it to win it, you know if you're in it to win it you want to surround yourself with people that are in it to win it. And I love helping people improve their lives I love helping people transform adding value, but you have to be an, an eagle already like never send a duck to Eagle. Eagle school because you're just gonna get a frustrated duck. So, you know, the people around you when they're Eagles then you can help them fly higher, but I encourage you to set the bar high with your team, and with the clients you work with if you work with clients. I think some of the biggest jumps I've had in business, were when we actually became more more selective about who we worked with, and we let bad fit clients go because we are in the business to improve the lives and create great results and add a ton of value for people. So, when we don't see eye to eye with people and it's like a frustrating experience we'd rather just relieve our position rather than, you know, risk not being able to fulfill our, our purpose. And this goes for personal life to, like, vendors you work with people in your life I know sometimes you're stuck with people but, for instance, my gardener who I kind of inherited with the property well he was like doing like a neighbor's yard and so I just kind of asked him if he'd do mine and, you know, it was like a real substandard job and I don't think he's ever listening. He's a nice guy, I, I wouldn't want him to feel bad about it but he just wasn't doing a level work. And I doubt he's ever gonna listen to the podcast, but um, I ended up doing some research, finding out the other issue was that he comes Saturdays and that could only come Saturdays and that didn't work for us. But I did some research and I found a new guy that had really good recommendations on next door, which is like the only time I'll go on that website. When I need recommendations. And this guy just transformed my yard. He made. It so much more beautiful made us feel better about it made us like, you know, just like it completely reenergize our backyard in front yard living experience. And so with a little extra effort, it just now I got this a player in my life and so I just have very little patience for non a player so like whether it's a plumber or an H AC person that has come to the house. You know anyone you're working with. You might even think like who are three people in your life are not a players and how can you sub them out. It's just going to make life so much more fun, and inspiring. Steve Jobs actually has a kind of a famous video online where he talked about the team that built the Mac computer, and he talks about a players and how they were all a player so when I say a I mean all star I've had some people say like what do you mean a player like an all star like a level grade player.4:20 He said,&

In this episode you can hear Andrei and Reuven Lerner talk about how emulating good leader can jump start your leadership career, why standard communication channels are important for professionals and how A players hire A players and B players hire C players You can read the show notes on https://techieleadership.com/show17

It’s time to free your business from the “PLAGUE OF JACKASSERY” caused by C player employees.

In a stressful time in the world the Holy Shoot team have introduced a fun new series called "Wrestling Heaven and Hell". In each episode our guest selects their five favourite matches to go to wrestling heaven and five least favourite matches to go to wrestling hell. Then they talk about them. This week, our regular contributor Jason, gives his choices from WWE, WWF, and WCW. He puts the spotlight on matches featuring the likes of Ric Flair, British Bulldog, Rey Mysterio, Hulk Hogan, CM Punk, The Undertaker, Bret Hart and more.   Jason has published 'Women Love Wrestling' in paperback & on Kindle. Its a great collection of writers focused on women that love the sport or are a part of it. All profits go to Women's Aid and RAINN. UK Amazon link US Amazon Link   Intro - Ruby Riott (instrumental version) by The B+ Players

Holy Shoot are introducing a new series called "wrestling heaven and hell" where our guest selects their five favourite matches to go to wrestling heaven and five least favourite matches to go to wrestling hell. This week, our regular contributor Mike, gives his choices from WWE, WWF, and WCW, with matches featuring the likes of Ric Flair, Hulk Hogan, Sting, Ultimate Warrior, Steve Austin, The Rock, John Cena and more. Intro - Ruby Riott (instrumental version) by The B+ Players

One of the biggest reasons why 95% of small businesses fail in the first 5 years is because they hire B-players without realizing it until it's too late. Why do B-players prevent you from scaling rapidly and profitably? In this exclusive audio from Dan's invite-only mastermind, former Navy SEAL explains why “B-players” are dangerous for […]

One of the biggest reasons why 95% of small businesses fail in the first 5 years is because they hire B-players without realizing it until it’s too late. Why do B-players prevent you from scaling rapidly and profitably? In this exclusive audio from Dan’s invite-only mastermind, former Navy SEAL explains why “B-players” are dangerous for your business, and how you can spot them.

After time to reflect, we break down the events of WWE Royal Rumble 2020   Buy Jason's book Women Love Wrestling at https://womenlovewrestling.net/   Intro - Ruby Riott (instrumental version) by The B+ Players  

The team debates the best perfomers ever in WWE's Royal Rumble. Every winner is entered and we decide who is the ultimate best Rumble winner of all time. Becky Lynch? Rich Flair? Hulk Hogan? Steve Austin? HBK? These and more all battle it out as we review what they achieved in the Rumbles they won.   Intro - Ruby Riott (instrumental version) by The B+ Players

Kenny Omega v Kazichuka Okada? Tomasso Ciampa v Johnny Gargano? Bayley v Sasha Banks? CM Punk v John Cena? Holy Shoot gives their top ten matches of the 2010s. Join Sam, Chen and Brod for a discussion on the finest matches that wrestling has had to offer in the past ten years.   Intro - Ruby Riott (instrumental version) by The B+ Players

In this edition of Holy Shoot, we celebrate the very best of professional wrestling last year, through our annual awards ceremony—the BIG DOGS. Sam, Chen, and Brod will discuss and dissect the nominees and the eventual winner for all 12 prestigious awards including best male wrestler, best female wrestler, match of the year and more...  Music: Intro - Ruby Riott (instrumental version) by The B+ Players

https://www.b2bRevenue.com - Get Your Free E-Book on How Companies make Decisions. FAQ: 1 YEAR ACCESS, PAY MONTHLY OR ANNUALLY NOT A SUBSCRIPTION OFFICE HOURS EVERY  OTHER WEEK VIA ZOOM UNLIMITED 1-ON-1’S  ARE FREE AS LONG AS THEY CAN BE SHARED IN THE COURSE FULL ACCESS ON DAY ONE   Video Emails by Covideo = http://www.Covideo.com       — SAMPLE EMAIL TO EXPENSE THE COURSE MGR,   I have been listening to the brutal truth about sales podcast for X months and it speaks to the issues we face.   They currently offer a course that includes video instruction, group Q&A and One-on-One coaching. I’m committed to my own personal development and would like your help in expensing the course.   It would pay for itself if I closed only one new deal of $X value.   Please let me know by Friday if I can move forward with this 1 year course.   Thanks, ME ———————————————————————————————————— Audible 30 day Free Trial: http://www.audibletrial.com/BrutalTruth     Check out my YouTube channel and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod     Listen to The Sales Questions PodCast: https://itun.es/i67d3Ry     Listen to The B2B Revenue Leadership Show: https://itunes.apple.com/us/podcast/b2b-revenue-leadership-show/id1174976428?mt=2   Get a 30 day Free Trial of Pipedrive with “BRUTALTRUTH” coupon at https://www.Pipedrive.com       Twitter: @briangburns LinkedIn: Brian G. Burns Facebook: Brian Burns YouTube: Brian Burns SALES PODCAST

Jonathan Frick, Partner at Bain, has over 15 years of strategic sales experience helping organizations of all types and sizes maximize productivity. He shares what prevents strategic initiatives from success and how to level-up B-players' performance.Explore Revenue Intelligence here: https://www.gong.io/revenue-intelligence/

After a short break, your favorite wrestling debate show that is Wrestling Challenge returns. 'Le Champion' Chris Jericho is the subject up for discussion as we look back over his long career. WCW, WWE, New Japan and AEW are covered as we debate his best match, most meaningful title reigns and which version of Y2J has been the most successful, plus more questions from The List of Jericho are covered.   Our competitors fought a close contest this week, listen to find out who wins and see if you agree with their picks as we celebrate the career of the best in the world at what he does.   Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling.   Music: Ruby Riott (instrumental version) by The B+ Players, from their album YES   #wrestling #wwe #aew #lechampion    

EP 1640 People at a manager level and above might be asked this question. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1600 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Use this link to schedule a free Discovery call with me.  Connect with me on LinkedIn.  JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job. Watch my videos on YouTube at JobSearchTV.com or BingeNetworks.tv for FireTV, AppleTV, Roku and 90 other devices

EP 1640 People at a manager level and above might be asked this question. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1600 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Use this link to schedule a free Discovery call with me.  Connect with me on LinkedIn.  JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job. Watch my videos on YouTube at JobSearchTV.com or BingeNetworks.tv for FireTV, AppleTV, Roku and 90 other devices  

Imagine...what could you accomplish with a team of A Players? Rick Crossland is an internationally-known expert and thought leader on A Player talent. His innovative approach to developing and validating high performers - A Players – has been published in leading business sites such as Inc.com, Entrepreneur.com and Fortune.com, where Rick contributes articles as a Fortune Insider - a network where the most thoughtful and influential people in the entrepreneurial scene answer questions about business and careers. Rick genuinely walks the talk when it comes to being an A Player. He has almost 30 years of experience developing, recruiting and leading high performers, and developing high performing cultures at companies. Before founding his successful executive coaching, leadership and talent development company eight years ago, Rick worked at Johnson and Johnson, ICI-Zeneca, Planters-Lifesavers, Ford Motor Company and Limited Brands. He holds a bachelor’s degree in Chemistry from the University of Delaware and a MBA from Duke University. In addition to his writing and consulting, Rick is a dynamic speaker who loves to captivate audiences with his unique A Player approach. Rick is author of the book, The A Player. He works with organizations across the country to transform good companies into great companies with his unique A Player approach. In today’s conversation with us, Rick defines an A Player – who they are and what they look for in an organization. We then explore the problem with settling for B and C Players, why more companies don’t have A Player teams, and how you can find, attract and develop a team of 100% A Players who are congruent, committed, and will help you transform your company from good to great. Key Takeaways An A Player is the top 10% of the industry for the salary that you’re offering; somebody who you would enthusiastically rehire and who models your core values. Everybody deserves to be an A Player somewhere. There’s nothing more transformational than building a team of 100% A Players. The job of the leader is to leave a legacy of great people around you. Therefore the #1 job of the CEO needs to be talent. Companies can’t find good talent because they’re settling for B Players. 80% of companies get their hiring wrong. 8 out of 10 hires aren’t the A Players they thought they were getting. Go for A Potential rather than a B Player. You want your playbook to be a 50/50 blend between technical and leadership skills. Most people are very incongruent. Your A Players are the most congruent. A Players don’t want to work with B and C Players. They are repellents to A Players. A Players want to work with people who challenge them so they do their best work. Conduct performance reviews at least quarterly, along with a weekly coaching conversation. If you have strong systems, it makes it easier to cross-develop people. With an A Player team, the goal is better than 10% net margin for the company. Free Gift and Resources The A Player https://aplayeradvantage.com/podcastoffers Business Assessment $100 A Player Accountability Training Free ½ hour coaching session with Rick Crossland ($750 value) Connect With Rick Crossland Website: https://aplayeradvantage.com LinkedIn: https://www.linkedin.com/in/rickcrossland Facebook: https://www.facebook.com/APlayerAdvantage Twitter: https://twitter.com/TheAPlayerBook

Finally, it's Mike vs Sam in a fantasy draft special. Both competitors pick ten superstars from wrestling's past and present and they debate why their picks are the best. Who goes number one? Will any wrestlers be selected outside of WWE? And what is the surprise twist in this draft? Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling. Music:Ruby Riott (instrumental version) by our friends The B+ Players  #wrestling #wwe #aew

This week in round 1 we celebrate Smackdown moving to FOX by looking back at the biggest matches and moments in the history of the show. Round 2 will also see some Hell In The Cell quick fire rounds. Join us to celebrate Smackdown, one of the most successful shows in the history of our great sport. Join us for this and more in the seventh edition of the Holy Shoot Wrestling Challenge. Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling. Music:Ruby Riott (instrumental version) by our friends The B+ Players  #wrestling #smackdown #hitc #hellinthecell #wwe

This week sees our first ever triple threat match between Jason, Chen and Mike and will focus on topics around AEW and NXT. Questions include book a AEW vs NXT show, who would you trade from AEW to NXT and what is the best AEW or NXT show? Join us for this and more in the sixth edition of the Holy Shoot Wrestling Challenge. Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling. Music:Ruby Riott (instrumental version) by our friends The B+ Players  #wrestling #aew #nxt #heeljason     

Mike battles debutant Dave in the latest edition of our pro wrestling debate quiz show. This week we are focused on WWE Clash of Champions 2019. What was the best match? What's next for Braun Strowman? Should the Fiend be the Universal Champion? And which tag team gets a Saved By The Bell gimmick??? Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling. Music:Ruby Riott (instrumental version) by our friends The B+ Players 

The Wrestling Challenge is back for another edition as Jason takes on newcomer Big Man Mike in our debate quiz show. This week, we will be debating and arguing over champions and championships. Our questions include: What is the most important championship in professional wrestling history?; Who should dethrone Kofi Kingston for the WWE Championship? The best match from the history of Clash of Champions; Who are the greatest tag team champions in WWE history?; and which title belt should get a redesign? Plus more. Remember to like us on Facebook, follow us on twitter @holyshootpod and on Instagram at @holyshootwrestling. Music:Ruby Riott (instrumental version) by our friends The B+ Players 

Wrestling music time! We have collected the best musical moments from previous episodes in a companion piece to last week's interview episode with Jacqui Pratt. While we went deep on her academic wrestling writing we also spoke about her wrestling themed band Cheap Pop, and even got an exclusive song played for us. Now we present some of the most fun wrestling related music you will ever hear! Top of the Chops: we play and discuss the best and worse wrestling albums from Hulk Hogan, John Cena, The Mountain Goats, The B+ Players, Mega Ran and Cheap Pop Exclusive acoustic version of Mean Gene by Jacqui Pratt of Cheap Pop Breakdown of Yes by The B+ Players, as we play previews and discuss the motivation behind songs about The Undertaker, AJ Styles, Daniel Bryan, Ruby Riott and more The full 6 minute epic version of Brothers of Destruction by The B+ Players Exclusive airing of the lost Rasslin Wit Ma Heart demo by 12 Inch Surprise And we end with Wrestlemania 3, a song about the entire card of this historic show, from Cheap Pop

Jason interviews Adrian Bruhm of popular Canadian wrestle rock band The B+ Players. They have a great new album out called YES and its full of badass songs about your favourite wrestlers like AJ Styles, Daniel Bryan, Ruby Riot, Brock Lesnar, The Undertaker and more. We play song previews, so you can enjoy some music in this episode and sample the album, and we talk about their inspiration and reveal which wrestlers have given their support. Its just a load of good clean fun with a little added AEW thoughts as the cherry on top. Check out the album in the usual places, including Bandcamp and Spotify, and follow them on Twitter Remember to like us on Facebook, follow us on Twitter @holyshootpod AND NOW on Instagram @holyshootwrestling. #wrestling #wwe #aew #undertaker

Brod and Jason discuss WWE NXT Takeover 25. This quick episode covers each match and our overall feelings towards this show. One of us is not as hyped as usual for this line-up and we explain why. Plus what do we think is coming for the top stars in the weeks into the summer. Then in a preview of our upcoming interview with The B+ Players we play a little 'B+', from their new album 'Yes'. Remember to follow us @HolyShootPod on Twitter and to like us on Facebook.

WWE Pro Wrestling Talk 5/3/19….We kick things off by writing a heavy letter to the boss in our Dear Vince segment...The ratings are heading in the wrong direction, but we here at Sorry for Marking want to help so we have a couple of suggestions on how to improve the week to week shows...And in the process it opens up the discussion of is the loaded roster and diverse fan favorites to blame for some of the problems?Then in our Main Event we are wrapping up our “B+ Players Trilogy...In an era where the World Championship is more attainable for more wrestlers, who still hasn’t been able to reach the mountain top?..And then of course we put a bow on the whole trilogy by answering the question of, which era had the best wrestlers to never win a WWE World Title?We wrap up with the high points from this past week...Sami Zayn is doing some awesome heel work...Episode 2 of the Firefly Fun House leads to more interesting speculation and conversation...And who not only walked away with some Mark Out Award gold but also steals Seth Rollins “Freakin” nickname for a week?All this and much more around our WWE Water Cooler this week...We thank you all for joining us and and extra big thank you to anyone who has taken the time to leave us a rating or review...They help a ton as we try to grow this community here at SFM...Talk to you all again soon!Visit our blog at sorryformarking.comGet in on the conversation by sending your thoughts to sorryformarking@gmail.comJoin our community of Marks through Sorry For Marking on IG, Twitter, FacebookIntro/Outro music by Gyomhttp://archive.org/download/E84ModernBPlayers/E84%20Modern%20B%20players.mp3

This week on the 'Podcast of the Immortal' we preview IMPACT Rebellion, the news of the week and so much more. Also, make sure you you check out the new album by the B+ Players who close out the show with their new son 'Suplex City.' 

WWE Pro Wrestling Talk 4/26/19....Back to the Ruthless Aggression Era this week as we continue our trilogy on the Best Wrestlers to Never Win the WWE Championship...In an era where many underdogs started to get their championship moment, who stands out as never reaching the top?...And after being tasked with finding the RA Era's Owen Hart, an unexpected wrestler ends up fitting the part...It's a fun episode where we get to talk about 2 under appreciated legends...Plus Chasay Books the Bray Firefly Fun House and we give out some Mark Out Awards...Thank you all for joining us once again here around the WWE Water Cooler.Visit our blog at sorryformarking.comGet in on the conversation by sending your thoughts to sorryformarking@gmail.comJoin our community of Marks through Sorry For Marking on IG, Twitter, FacebookIntro/Outro music by Gyomhttp://archive.org/download/E83RABPlayers/E83%20RA%20B%20players.mp3

Anthony and Kyle present this week’s Premium Wrestle Talk with your favorite Smarks. Join the guys as they discuss the hottest topics in wrestling. This week’s rundown includes:   New AEW signings Ronda goes on a special vacation The War Raiders have their name changed And so much more   Be sure to download the Podcoin app, the only podcast player that pays you to listen to great shows like Smark to Death. Use invite code “smarktodeath” to get 300 coins toward redeeming your first reward on Podcoin! This week’s song of the week is “Ruby Riott” by the B+ Players. Be sure to check out the rest of their songs on Bandcamo and give them a follow on Twitter @bplusplayers! Bandcamp Link -  https://bplusplayers.bandcamp.com/track/ruby-riott Episodes recorded live every Wednesday and after most major PPV events. Watch live on Twitch or catch replays on YouTube!   Special Thanks to our Smark to Death Premium Members - Brandon McKinney, Natalie Evans, Papa Suter, Robert Jackson, Shane Richardson, Dan White, 720 Wrestling, Warren Hayes, Kevin Sydow, 2 Girls on a Bench, David Edge, Kelley Parker, Cameron Curry, Richard Sandoval, JPQ, Courtney Summers, Carl Hayes, Ryan Derosa, John Baez, Justin Bulloch, Omega Luke Podcast, Queen of the North, Colton Philpott Join Smark to Death Premium Get Official Merch from Pro Wrestling Tees Leave a Tip Be sure to Follow Us On Facebook, Twitter, and Instagram!   Produced by Charis Dillon.

WWE Pro Wrestling Talk 4/19/19.....We are starting a new trilogy this week. Heading back to Chace's Attitude Era....The topic this time around is the Best Wrestlers to Never get their Kofi Moment and Win the WWE Championship...Best B+ players if you will...And Chace lays out two "categories of death" that you can't fall into as a pro wrestler if you hope to be WWE Champion one day...And in our Gimmick Segment we are tackling a Shakeup Recap then giving our official SFM Depth Chart...Who are the top 4 heels and faces on each show?..We had this same conversation this time last year so it was fun revisiting our list from 2018...A year can be a long time in our wresting world so some wrestlers find themselves in much different situations here in 2019...Thank you all for joining us once again around our WWE Water Cooler!..We thank you for your support and look forward to picking up the conversation next week in the Ruthless Aggression Era...Hit that subscribe button so you are sure to get part 2 of our newest trilogy...Visit our blog at sorryformarking.comGet in on the conversation by sending your thoughts to sorryformarking@gmail.comJoin our community of Marks through Sorry For Marking on IG, Twitter, FacebookIntro/Outro music by Gyomhttp://archive.org/download/E82AEBPlayers/E82%20AE%20B%20players.mp3

Jason, Sam and Broderick review WWE Fastlane 2019 match by match. Did the show stay in its lane or did it speed into roadblocks? Did it change the road to Wrestlemania? Plus following Kurt Angle's retirement announcement, we decide to book who he should face at Wrestlemania 35. And then a kickass song by The B+ Players about Daniel Bryan. Remember to follow us @HolyShootPod on Twitter and to like us on Facebook. Music:B+ - https://bplusplayers.bandcamp.com/https://tinyurl.com/yaczvd76https://tinyurl.com/yanbnvvx

The road to Wrestlemania takes us through the Darth Vader Elimination Chamber. Join Kyle and Duncan as they look back on the return of the Women's Tag Team Championships and #Kofimania. Plus hear Duncan's thoughts on Fighting With My Family. Featuring the music of The B + Players.

This week on the 'Podcast of the Immoral' we celebrate 200 episodes with a special guest host, Travis Fudge, with visits by Adrian from the band The B+ Players, Burbz, Bob Caudle, Terry Funk, Stu Hart and some guy named Steve. We also run through the week in wrestling, listen to listener and friend voice mails and more! Listen to The B+ Players 

Podcast/Video/Tracklist: Tune In tun.in/pifi8 iTunes itunes.apple.com/ua/podcast/sa… MixCloud mixcloud.com/sanyadymov SoundCloud soundcloud.com/sanyadymov PromoDJ sanyadymov.promodj.ru FB www.facebook.com/nrjpreparty FB facebook.com/sanya.dymov YouTube www.youtube.com/user/vasilev19… IG instagram.com/sanyadymov DI.FM www.di.fm/shows/sanya-dymov Mixupload.com mixupload.com/dymov KUVO kuvo.com/user/1017481 BOOKING / TEL: +38-063-461-18-60 romanovskayaagency@gmail.com romanovskayaagency.com 1.Laurent Wolf - Saxo (Tribal Matt Jones Edit) 2.Alejandro Hdz & Charllote - Skin (Fernando Ruiz El Tigeraso Private Mash) 3.Allan Natal - Im Holding On (Weslley Chagas Reconstruction) 4.Diego Santander & Apolo Oliver Vs Sean Paul & Blu Cantrell - Breathe (Joe Pacheco Mash Up) 5.Jennifer Lopez - Dinero (Feat. Dj Khaled & Cardi B) (Dee Remix) 6.Dj Aron Feat. Beth Sacks - I Wanna Know What Love Is (Luis Erre Official Remix) 7.Felguk & Lowder & B Players & Ft Mark Vdh - Rattle Swish (Bruno Reis Bootleg) 8.Ralph Oliver - Fabulous (Rafael Daglar Instrumental Mix) 9.Marcio Peron & S. Idvd Vs Icona Pop - I Love It (Fernando Ruiz Private Mash) 10.Sandro Silva & Quintino & Allan Natal Feat Soraya Naoyin - Perfect Epic ( Fernando Ruiz Private Mash) 11.Tom Staar & Gordon Edge - Itsa Trumpet Thing 12.T Love & Raytech & Paradox & Googh - Libra Angola (Fernando Ruiz Private Mash 2k18) 13.The Prince Karma - Later Bitches (Filipe Guerra Booty Remix) 14.Tiesto Vs Rune & Will K - Grapevine Calabria (Nicola Fasano H4cked) 15.Sweet Beatz Ft. - P.B. - Turn It Up (Andres Diaz Remix ) 16.Loreen - Euphoria (M.Torrez & Henriqmoraes Private Mix)

Podcast/Video/Tracklist: Tune In tun.in/pifi8 iTunes itunes.apple.com/ua/podcast/sa… MixCloud mixcloud.com/sanyadymov SoundCloud soundcloud.com/sanyadymov PromoDJ sanyadymov.promodj.ru FB www.facebook.com/nrjpreparty FB facebook.com/sanya.dymov YouTube www.youtube.com/user/vasilev19… IG instagram.com/sanyadymov DI.FM www.di.fm/shows/sanya-dymov Mixupload.com mixupload.com/dymov KUVO kuvo.com/user/1017481 BOOKING / TEL: +38-063-461-18-60 romanovskayaagency@gmail.com romanovskayaagency.com 1.Laurent Wolf - Saxo (Tribal Matt Jones Edit) 2.Alejandro Hdz & Charllote - Skin (Fernando Ruiz El Tigeraso Private Mash) 3.Allan Natal - Im Holding On (Weslley Chagas Reconstruction) 4.Diego Santander & Apolo Oliver Vs Sean Paul & Blu Cantrell - Breathe (Joe Pacheco Mash Up) 5.Jennifer Lopez - Dinero (Feat. Dj Khaled & Cardi B) (Dee Remix) 6.Dj Aron Feat. Beth Sacks - I Wanna Know What Love Is (Luis Erre Official Remix) 7.Felguk & Lowder & B Players & Ft Mark Vdh - Rattle Swish (Bruno Reis Bootleg) 8.Ralph Oliver - Fabulous (Rafael Daglar Instrumental Mix) 9.Marcio Peron & S. Idvd Vs Icona Pop - I Love It (Fernando Ruiz Private Mash) 10.Sandro Silva & Quintino & Allan Natal Feat Soraya Naoyin - Perfect Epic ( Fernando Ruiz Private Mash) 11.Tom Staar & Gordon Edge - Itsa Trumpet Thing 12.T Love & Raytech & Paradox & Googh - Libra Angola (Fernando Ruiz Private Mash 2k18) 13.The Prince Karma - Later Bitches (Filipe Guerra Booty Remix) 14.Tiesto Vs Rune & Will K - Grapevine Calabria (Nicola Fasano H4cked) 15.Sweet Beatz Ft. - P.B. - Turn It Up (Andres Diaz Remix ) 16.Loreen - Euphoria (M.Torrez & Henriqmoraes Private Mix)

My guest today is a Co-Founder of endurance sports business “Inner Voice”, the head coach of AFL Team Canada and the author of the book “Where Others Won’t” - Cody Royle.Cody shares his story of coming to Canada from Australia, lessons he learned as a sports coach and how the expertise from the world of sports must be applied in the business world.**SHOW NOTESCody went from a really successful job, very high salary, in Australia to working minimum wage…[4:09]Everyone was running around me, playing normal and I was outthinking myself…[6:45]Paralysis by analysis can actually aid you…[8:06]Do what you love, do what you good at and do it better than other people…[11:40]Cody explains the idea behind alternative MBA program by Seth Godin…[15:03]When you are able to say it’s a better idea than what we are doing (rather than it’s my idea) that’s when you see real success…[19:15]Foundational idea behind the book is people are a competitive advantage…[20:05]In business we don’t practice adverse situations only fire alarm training…[23:20]We need to celebrate failure and practice failure…[23:35]You see the real innovation in companies before they go public…[26:48]The notion of A-Players and B-Players doesn’t really exist…[29:21]There is almost an argument to go against data…[33:59]Cody talks about how accountability to the whole team helps to maintain discipline…[40:25]The general public thinks that pro sports teams care about winning…[44:00]Instead of goal oriented we have to be journey oriented…[46:32]You have absolutely no control over the outcome in competition…[49:59]Goal setting is great, but you have to be obsessed over process…[50:52]**Follow Cody Royle OnlineWebsite: www.codyroyle.com Medium: medium.com/@codyroyle LinkedIn: www.linkedin.com/in/codyroyle/ Twitter: twitter.com/codyroyle

https://www.b2bRevenue.com - Get Your Free E-Book on How Companies make Decisions. Get a 30 day Free Trial of Pipedrive with “BRUTALTRUTH” coupon at https://www.Pipedrive.com Video Emails by Covideo = http://www.Covideo.com A.I. Call Analysis by Gong.io = https://www.gong.io/bt Audible 30 day Free Trial: http://www.audibletrial.com/BrutalTruth Check out my YouTube channel and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod Listen to The Sales Questions PodCast: https://itun.es/i67d3Ry Listen to The B2B Revenue Leadership Show: https://itunes.apple.com/us/podcast/b2b-revenue-leadership-show/id1174976428?mt=2 Join The Gaggle and Spread The Brutal Truth: http://gaggleamp.com/i/xfpnkxv LeadFuze Coupon = SALES20 - to get 20% more leads https://www.leadfuze.com/#_l_1i Use Find that Lead to get anyone’s email: https://findthatlead.com/pricing#_r_brian81 Twitter: @briangburns LinkedIn: Brian G. Burns Facebook: Brian Burns YouTube: Brian Burns

If you’re tired of your opened wine bottles going bad - and you’re tired of hiring B-Players - this interview is for you. David Koretz is the Founder & CEO of Plum, the company that makes the first automatic wine appliance that lets you enjoy a bottle, one glass at a time, preserved for up to 90 days. And it’s automatically served at the perfect serving temperature, just as the winemaker intended. David was previously the Founder & CEO of Mykonos Software, which was acquired by Juniper Networks in 2012 for $80 million. Mykonos was awarded the Wall Street Journal Innovation Award. The inventor of a dozen technology patents, David was recognized as an innovator by Bloomberg BusinessWeek. Under David’s leadership, Plum has raised $19M in funding by Khosla Ventures & Las Olas Venture Capital. In this 20-minute interview, David reveals how he’s built the team that built this super-cool product.

  What are the traits of A+ Players, and how do we get them? Matt Johnson and Craig Picken share insight on finding A+ talent.   Nothing drives businesses more crazy than people who are afraid of making decisions. -Craig Picken   Takeaways + Tactics The two most important business assets are intellectual capacity and ability to adjust to rapidly changing markets Hiring Managers MUST be immersed in the hiring process.  It cannot be outsourced. “A” Players will hire other “A” Players, “B” Players will not.  “A” Players WILL NOT WORK for “B” Players.  The more people involved in the hiring decision, the less chance an A Player will get hired. “A” Players will fix the problem.  “B” Players, in the budget, will not.  

Bill Binch is a leader and expert in the SaaS sales industry, currently CRO @ Pendo.io,  the startup that helps you understand and guide your users, creating a product experience they can’t live without. They have raised over $58m in VC funding from some of the best in their space with the likes of Battery Ventures, Spark Capital and Salesforce Ventures, all backing them. As for Bill, prior to Pendo, Bill was the Senior Vice President of Global Sales at Marketo for 8 years. He joined when it was a small venture-backed startup with a mission to reinvent marketing automation. It was his sales leadership and expertise that formed a critical component in building Marketo into one of the fastest-growing enterprise software companies in the world, recognized through his being awarded worldwide VP of sales in 2011. In Today’s Episode You Will Learn: How Bill made his way into the world of SaaS and came to be employee #18 at Marketo before making the transition to today, as CRO @ Pendo? Bill has said before that career paths are for B players. First, what is wrong with the current thinking around career paths? Why does that inherently mean that A players do not align with them? How can one determine when is the right time to step away from the career paths? What characteristics and attributes do those truly special opportunities have? Bill has successfully made the transition from transactional business to enterprise business many times, what have been his core learnings on what it takes to make this transition successfully? What are the biggest challenges in making the transition? How does the internal structure of the team change when making this transition? What does Bill mean when he says you have to “rig the recruiters”? What incentives can be placed in front of them that ensure you will be a priority for them? On the flip side, what incentives do you have to give the recently on boarded employees to encourage grassroots, word of mouth on the company brand? How does the company and sales cycle fundamentally change when moving from $0-1m ARR? What does that mean for the company policy on discounting and pilots? How does the company alter when transitioning from $1-10m in ARR? How can sustainable social validity be built in this stage? How does a company successfully move from $15m-100m in ARR?      60 Second SaaStr? What does Bill know now that he wishes he had known at the beginning? What keeps Bill up at night? What does Bill mean when he says you have to check your ego? Read the full transcript on our blog. If you would like to find out more about the show and the guests presented, you can follow us on Twitter here: Jason Lemkin Harry Stebbings SaaStr Bill Binch If you’re looking to simplify file version control, ensure data security and save time while increasing accessibility, Egnyte is the right solution for your business. Egnyte delivers secure content collaboration, compliant data protection and simple infrastructure modernization; all on a single SaaS platform. Founded in 2007, Egnyte is privately held, headquartered in Mountain View, CA and supports thousands of businesses worldwide. For more information, please visit www.egnyte.com/SaaStr. 

With the onslaught of artificial intelligence and new technologies impacting the sales profession, the question is often asked: “Will people still be relevant?” It's generally agreed that yes, salespeople will still be needed – at least those that are the A players. Brian Burns, host of The Brutal Truth About Sales & Selling, sat down with Chad Sanderson, Managing Partner, Value Prime Solutions to discuss five things that make ultra high performers, or A players, so effective.

With the onslaught of artificial intelligence and new technologies impacting the sales profession, the question is often asked: “Will people still be relevant?” It's generally agreed that yes, salespeople will still be needed – at least those that are the A players. Brian Burns, host of The Brutal Truth About Sales & Selling, sat down with Chad Sanderson, Managing Partner, Value Prime Solutions to discuss five things that make ultra high performers, or A players, so effective.

In this episode, Pilar talks to David Burkus, author of “Under New Management”, an overview of those organisations experimenting with new ways of leading teams and managing people. visit www.virtualnotdistant.com If you would like to be a Beta Reader of “Online Meetings that Rock”, please click here: http://bit.ly/betameeting David Burkus is the author of Under New Management: How Leading Organisations Are Upending Business as Usual. Grab the book now! We reflect on what a long way technology has come and how we’re so lucky to have seen how it has evolved. David’s work as Professor. His location is fantastic for going to and from speaking engagements! How much David takes from the classroom to your work as author and speaker and viceversa? What do business students expect to learn? What are their attitudes towards the world of work? David talks about the sports’ “team captain” as the analogy for the leadership roles business students are likely to adopt when they enter the world of work. David refers to this article: “Let’s Hear it for B Players”, HBR June 2003 Pilar refers to this episode of Radio Free Leader. http://davidburkus.com/2017/07/0820-how-the-best-leaders-make-everyone-smarter-with-liz-wiseman/ How David decided which practices to include in Under New Management. They needed to have a few examples, influenced by academic research and covering a broad type of companies. David’s realization about how the book should have been written. We talk a bit about the topics in the book and how best to approach the book practically. How come nothing like “remote work”, “working from home” has been included in the book? What he discovered about the best organisational leaders as he interviewed them. David also teaches creativity, we talk a bit about that. (He’s written the book “The Myths of Creativity”.) Pilar recommends the book “Impro”, by Keith Johnstone David’s collaborative writing process and his plans for a third book. David’s journey as podcaster and how he numbers his episodes by season. Still, he’s been podcasting for eight years now! Check out his podcast: Radio Free Leader http://davidburkus.com/category/podcast/ We talk about the world of podcasting and how it’s evolving. David has been reading: “Stealing Fire” by Steven Kotler and Jamie Weal “The Marshmallow Test” by Walter Mischel Kindle and local libraries. Connect with David through his website: http://davidburkus.com/

Joining us for today’s show is Chris Walter, a Vice President of Strategy who knows how to build a sales force. Today’s topic is dedicated to the topic of attracting and retaining top sales talent. Chris and I leverage the How to Make Your Number in 2018 Workbook to access emerging best practices as a guide for our questions. Access the latest Workbook to review the People phase starting on page 367 of the Sales Strategy section.  Chris Walter is the Vice President of Strategy of Strategic Enterprise Services at MarketSource, a sales outsourcing firm serving both retail and commercial channels. Chris will demonstrate how to attract and retain A-Players who generate 5x more revenue than B-Players and 10x more than C-Players.  Why this topic? Relying on the heroic efforts of a few eventually catches up with you. When 20% of the sales team produces 80% of the revenue, something is wrong. The labor expense associated with the sales team incurred by the company has to be justified, or a head count reduction is warranted. Tolerating under-performers, hiring mistakes, and very long new hire productivity cycles all lead to missed revenue targets — and job loss for the head of sales.  Chris is uniquely qualified to speak on this topic coming from a business services firm that provides outsourced sales services. Not only is Chris a peer sales leader with a sales force of his own, but his “Product” is providing feet on the street for other companies.  Listen as Chris demonstrates how to attract and retain A-Players who generate 5x more revenue than B-Players and 10x more than C-Players. Chris describes the level of talent required, and whether he requires an exceptional sales talent or great product/industry fit.  In the first segment of the show, Chris describes the investments he making in sales talent to make the number.  Selecting the right talent to start with is where it all begins, and Chris shares his expertise in the evaluation criteria you should use when selecting sales talent.  Chris describes the changing routes to market in the second segment, and the corresponding changes in sales talent required. The importance of digital marketing is shared in this quote:  The impact of digital on the overall route to market is important. I've seen stats as high as 60-70% of the buyer's journey now is conducted digitally, so it's really important that companies adapt to that change, begin to work in both demand generation and prospecting through these digital channels, and it's important for the sellers to understand they need to prospect differently, leveraging social, being engaged in social conversations, and then really understanding the buyers are coming to them in a different mindset than they might have been 10 years ago as an example, so they really need to play more of a consultative role, more of a challenger type role because of where the buyers are at the point in time they're hitting the salesperson. The time it takes to get a new sales rep to full productivity (100% quota) is discussed. Chris explains:  Depending upon the mission, but we typically look for three to six months on average to get somebody productive, ramped up and productive. It'll be shorter if we're doing transactional sales engagements.  One or two call closes scenarios, obviously need to be a lot faster. If we're doing long sales cycles, complex selling, it's going to be longer, but that's the target that we shoot for on average across our various types of sales programs. In the final segment of the program, Chris discusses how the onboarding process.  He goes deep into how to find the right blend between situational application of the knowledge and classroom study. 

Check out my YouTube channel and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod Check Out PandaDoc for Quote building: http://info.pandadoc.com/brutal-truth/learn-more Acuity Scheduling Free Trial:  https://acuityscheduling.com/?kw=YToxMzE1MDM2MA%3D%3D RingCentral FREE Eval: http://www.kqzyfj.com/click-8255383-12813127 Get Grammarly: https://grammarly.go2cloud.org/SHrp Get Free Emails addresses from any company: http://elucify.grsm.io/e/65f Hootsuite 30 Day Eval: http://www.dpbolvw.net/click-8254724-10920306 Listen to The Sales Questions PodCast: https://itun.es/i67d3Ry Listen to The B2B Revenue Leadership Show: https://itunes.apple.com/us/podcast/b2b-revenue-leadership-show/id1174976428?mt=2 Join The Gaggle and Spread The Brutal Truth: http://gaggleamp.com/i/xfpnkxv Get 20% More Leads with Coupon SALES20 and follow this link to LeadFuze: https://www.leadfuze.com/#_l_1i Join the LinkedIn Group “Maverick Sellers” and get two FREE Ebooks. The Ebooks will be emailed to you via autoresponder once you join the group: https://www.linkedin.com/groups/1859052 Subscribe to my YouTube and watch my Free Sales/Social Selling Course. https://www.youtube.com/subscription_center?add_user=MaverickMethod @BrianGburns on Twitter Connect with me on on LinkedIn and check out my Pulse posts - Brian Burns Here is a Video on How to post a PodCast review on iTunes: https://youtu.be/_ZRG_MMWZSY iPhone & iPad reviews are explained here: https://youtu.be/rXBY9TuXsmI Winning the complex sale training course intro: https://youtu.be/bjnYYNcnWwo FaCE Find and Connect Engage - Video https://youtu.be/qsT1ngLsnhQ For Email automation: https://woodpecker.co/ Finding Someone’s email address http://findthatlead.com/

Jason Treu is a business and executive coach and former lawyer. He’s an expert in leadership, human behavior, influence, networking, and culture-building. He’s helped his clients meet influencers such as Richard Branson, Bill Gates, Tim Cook, create more than $1B in wealth in last 3 years, and get on influential boards such as TED and Xprize. His bestselling book, “Social Wealth, the how-to-guide on building personal and professional relationships,” has sold more than 45,000 copies on Amazon, has been #1 in four business and self-help categories, and has more than 125+ five star reviews. What you’ll learn about in this episode: Jason’s journey “Social Wealth”: Jason’s bestselling book Why you need to focus on soft skills the most — even though we typically focus on them the least What Jason has learned from Brené Brown from her Ted talk and books Why Jason had to part with his business partner to move his business towards the next level Building a team that helps you see your blind spots Why it’s so important to know what you’re doing what you’re doing right Surrounding yourself with the right people Practicing gratitude in your life Why you need to get comfortable with your circle adapting to where you’re going Creating a people-first culture The difference between “A Players,” “B Players,” and “C Players” How “C Players” kill organizations and zap productivity away from “A Players” and “B Players” Why you need to have a succession plan Why you have to invest in your “A Players” — and why people tend to focus on their “B Players” Why you MUST invest yourself Why keeping a tight calendar is so important Ways to contact Jason: Website: www.jasontreu.com Twitter: @jasontreu Book: “Social Wealth”

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Stephen is the CEO of Predictive ROI and host of the Onward Nation podcast. He is the author of two bestselling books, speaker, trainer, and his digital marketing insights have been featured in SUCCESS, Entrepreneur, The Washington Post, Forbes, Inc. Magazine, and other media. Good Morning Onward Nation -- how can this be episode 188 already? My goodness. The time has really flown by. So before I jump into the lesson -- the purpose behind today’s solocast -- want to say some brief words of thanks. What an honor it has been to be able to be here with you five days a week -- for what is now 188 episodes. I am grateful to you, Onward Nation for listening -- for sharing all of your feedback -- all of which has pushed us to do an even better job with each and every episode. And thank you to all of our extraordinary guests -- for what our podcast -- this community of Onward Nation -- has become. Sometimes, I do feel like I need to pinch myself in the morning when I get ready to do an interview or I read my email -- Facebook -- the kind words on Twitter -- or a post on LinkedIn. Thank you, Onward Nation -- you help my team and I get better every day. I so appreciate your review and critique -- good or bad -- more than you will ever know. So thank you for sharing your time with me this morning. I also grateful for my amazing team of A Players who make up Predictive ROI -- they are the ones who are responsible for every Onward Nation episode day in and day out -- since the beginning. So thank you, Katherine, thank you, Louie, thank you, Erik, thank you, Alex, thank you, Matt, and thank you, Christine. I appreciate all of your hard work more than you will ever know. Being surrounded by my team of super committed A Players who want our business to succeed as much as I do is a wonderful feeling. But building a team of A Players didn’t happen by accident. A Players, Onward Nation, are going to be our focus this morning -- but more specifically -- how to attract, recruit, hire, and lead a team of A Players. I am also going to include several lessons that will help you avoid expensive hiring mistakes and then provide you with a recipe for attracting, recruiting, and hiring A Players into your business to make it a fast growth, high performing company -- or Gazelles, as Verne Harnish, co-founder of Gazelles Growth Institute would describe them as. I am going to share with you lessons I have learned during the last 23 years of working in a variety of companies, owning five businesses, and even spending six years as a full-time academic staff member at the University of Wisconsin -- at the La Crosse campus. I will also blend in some of the most valuable lessons and expertise shared by a few of our Onward Nation guests -- including one of my most influential mentors, Darren Hardy. All of these lessons -- these ingredients, Onward Nation -- shaped the recruiting and hiring recipes we use at Predictive ROI to grow slowly -- intentionally -- and to build a team that only consists of A Players. Does that mean that we have never made a hiring mistake? Good grief -- I wish that was the case. We definitely have those stories, too. But all in all -- our track record has been good because we have applied the lessons that I am going to share with you this morning. One last thing before we jump in -- as a free companion to today’s solocast -- I encourage you to go to OnwardNation.com/12download and get your copy of our free eBook, The 12 Success Strategies of Today’s Top Business Owners. It is a distillation of the best lessons we have learned from our guests and I will refer to one of those lessons during today’s discussion. Let’s start off with a definition to establish some common ground. What makes an A Player...an A Player? In my opinion, A Players are the team members who are not threatened by other super achievers in their midst -- in fact -- it is the exact opposite -- the more super achievers the better. A Players love to learn -- they seek out new challenges to push themselves mentally and want to be intellectually pushed by their peers. A Players are also the team members who have high emotional intelligence -- you will not typically find them caught up in unproductive conversations or at the center of some sort of office controversy. Instead, you will find them off solving mission critical problems -- or vital priorities -- by filling their vital functions -- and delivering on their vital metrics -- while proactivity reporting back to you when the priorities are accomplished. That’s an A Player, Onward Nation. And I am proud to say that Predictive ROI is packed full of them. Lori Highby, two-time guest of Onward Nation recently said to me, “Stephen, I think an A Player is someone who is passionate about the work being done, someone who never stops learning, and someone who is driven towards to success.” Couldn’t agree more with Lori. The passion Lori describes is essential because -- look -- work is hard -- it is demanding -- the hours are long -- and sometimes the schedule is unforgiving. And if your team members don’t have a passion for the work, and they don’t really love it, or they don’t love you and what you stand for -- they will not stay for very long -- or if they do stay -- you will not be getting their A level work. And A Players will not tolerate that type of situation for long -- they want to work with other A Players so the passion you so loved having in your company -- will also be the same passion that pushes them to move on to a different venture. And perhaps that new venture might also provide a path for continual learning. A Players want to be challenged by conferences, by seminars, by workshops, by other forums where they can meet their fellow A Player peers and be challenged in a fast-paced, compressed, learning environment. And when the education component is provided to an A Player -- it becomes easier for them to see how the time they are investing into your company, Onward Nation -- is contributing to their long-term success. Don Yaeger, also a two-time guest at Onward Nation, described an A Player to me as someone who wants to work with other A Players -- but -- and this is an important distinction that I had never heard before Don shared it with me, Onward Nation -- Don shared with me that A Players don’t frighten other A Players. A Players are not intimidated by other A Players -- INSTEAD -- they are energized by the possibilities -- they are energized by the professional competition -- by the ambitious drive to make each other better. Not to beat out the other person but in making each other better so the collective team is better, stronger, as a result. Oh, AWESOME!!! Steve Jobs famously said, “A Players hire A Players and B Players hire C Players. We only want A Players here at Apple.” I think he was really right with this. Can you think of a couple of A Players on your team who are doing that right now for you, Onward Nation -- or -- can you think of a time when you and a fellow A Player professionally competed with one another? Where you cheered each other on -- you celebrated each other’s wins -- you helped each other through the losses -- and in the process -- you made each other better. That was an awesome feeling, wasn’t it? Why not create it again inside your own company -- if you’re not currently experiencing it. And then Shane Stott -- another a two-time guest on Onward Nation -- got really specific with me and shared what he believes are four “qualifiers” that A Players fill...think of them as pre-requisites -- if you can’t put a checkbox next to each of these when thinking about a particular person -- they are likely not an A Player. First -- they manage themselves better than you could. A Players do not need you looking over their shoulders or micromanaging their work. In fact, that type of managerial style is the perfect recipe for pushing A Players out of your company. Instead -- define your expectations -- provide the resources -- and then get the heck out of the way of your A Players. They will move heaven and earth to exceed your highest expectations! Second -- A Players bring new ideas and direction continuously. A Players tend to be idea and solution machines. They are looking for new ways to challenge the status quo -- to push -- to move mountains. They are proactive, Onward Nation...love that word...it is my favorite in the English language...and it is so easy to spot on an A Player! Third -- A Players are an active study themselves -- meaning -- they are always learning like we discussed earlier. So, Onward Nation -- you need to create an education plan -- some structure -- so they know where and when you will be providing educational opportunities. If you don’t -- they may misunderstand your lack of specific direction or leadership in this area to be ambivalence -- and then your A Players will be polishing up their resumes. And Fourth -- they don’t take things personally. A Players recognize the mission and purpose of what they are working on is bigger than them -- there is no ego in the work -- and consequently, when something fails, or an idea doesn’t work -- they don’t take it personally and their confidence is shattered in the process. That doesn’t happen with A Players. Each win or each loss is simply a series of data points from which many things can be learned -- and applied -- so that future work is enhanced and better as a result. So there you have it, Onward Nation -- a complete and thorough description of A Players -- a detailed avatar if you will of the elusive team members you want to hire. And as Jim Collins, author of Good to Great famously said, “The single most important thing you need to do is pick the right people and keep them. There is nothing more important than this.” So the next step in today’s solocast that I wanted to share with you was a specific recipe for attracting and hiring A Players. How do we do this? I will give you a hint to the recipe...Jim Rohn said, “If you want to be a leader who attracts quality people, the key is to become a quality person.” I learned this recipe directly from my personal mentorship sessions with Darren Hardy. This recipe -- although potentially painful -- will help you fill your team with A Players so your business is filled up -- wall-to-wall -- with exceptional talent. A Player Recipe Ingredient #1: Get out a white sheet of paper. Ingredient #2: Brainstorm a list of 50 attributes you want to have your employees -- or future employees -- exemplify -- to demonstrate to your customers on daily basis. Just write fast as you can. Go total stream of consciousness. Quickly make the list -- fast, fast, fast. Make a full list of 50. Okay, do you have the full list ready? Ingredient #3: Now go back through your list and give very careful consideration so you can remove the duplicates, remove anything that might be similar, and then distil the list down into what you consider to be your Vital 12 Attributes. These 12 are the attributes your ideal team members would represent and live out every day. Ingredient #4: Let the list rest for a day -- sleep on it -- then review and critique it again in the morning. Make sure your final list of 12 is ready to be shared. But don’t share the list with your team. Instead...take the 12 attributes and use them to create survey form with a rating scale of 1 to 10 -- with 10 being the highest. You could use a paper-based survey, Survey Monkey, or another tool. Something that is easy to distribute and share. Ingredient #5: Now ask your leadership team and all of your employees to anonymously rate YOU according to those 12 attributes. They do not rate themselves -- but YOU, Onward Nation. Ingredient #6: Sit down and review the data. The survey results represent how you -- as the leader -- need to improve in order to attract, recruit, hire, and effectively lead A Players representing your Vital 12 Attributes. This exercise -- and your ability to authentically recruit A Players who match the 12 -- requires you to be there yourself. Remember -- you, Onward Nation -- you -- you are the ones who set the pace within your company. The leader sets the pace -- the pace of the leader sets the pace of the pack. It is an incontrovertible fact. You can try to run from it -- to hide from it -- but in the end -- there it is. Therefore, if you want to attract and hire A Players who represent those 12 attributes -- you need to become the living embodiment of those 12 -- if you are not already. So with that...I want to thank you again for taking the time to be here with me today. It is an honor to have you here -- thank you for tuning in -- I am delighted you chose this episode to be what you listen to, study, and take with you on your morning run, or maybe Onward Nation has become part of your daily commute, or in some other way has become part of your morning routine. However our daily podcast fits into your daily routine -- I want you to know how much I appreciate you sharing some of your invaluable 86,400 seconds you have in your day with me and the strategies we learn and share each day from today’s top business owners. And please continue to let me know what you think of Onward Nation...good or bad...I always want your feedback. My direct email address is stephen@onwardnation.com -- and yes -- that is my actual Inbox. No fancy filters or filing system and I read and reply to every single email. So please let me know how you think we are doing. I look forward to hearing from you. We will be back tomorrow with an incredible interview with Diane Gardner -- she is a tax savings superhero and she shares some insights into how she saved one of her business owner clients $50,000 in taxes. You will not want to miss this discussion -- stop overpaying taxes, Onward Nation! Until then, onward with gusto! You can also find us here: ----- OnwardNation.com -----

The post Episode #187 – Fire Your B Players And Surround Yourself With The A's appeared first on DotComSecrets.com Blog - Weird Marketing Experiments That Increase Traffic, Conversions and Sales.... The real secret behind delegation and getting stuff done. On this episode Russell talks about how he gets so much work done. He shares a secret of how to do that by outsourcing and how to make it work for you. Here are 4 cool things to listen for in today's episode: How Russell figured out who to hire for various tasks. Why A players are 3200 times more productive than B players. Why you have to kiss a lot of frogs before you find your prince. And Russell's advice for finding A players for your business. So listen below to hear how to find A players to help you get more stuff done in your own business. --------------------------------------------------------------------------------- Thank you for reading Episode #187 – Fire Your B Players And Surround Yourself With The A's, originally published at DotComSecrets.com Blog.

The real secret behind delegation and getting stuff done. On this episode Russell talks about how he gets so much work done. He shares a secret of how to do that by outsourcing and how to make it work for you. Here are 4 cool things to listen for in today's episode: How Russell figured out who to hire for various tasks. Why A players are 3200 times more productive than B players. Why you have to kiss a lot of frogs before you find your prince. And Russell's advice for finding A players for your business. So listen below to hear how to find A players to help you get more stuff done in your own business. ---Transcript--- Hey everybody, this is Russell Brunson and welcome to Marketing In Your Car. I'm already halfway to the office so this one might be short.  Nevertheless this is part of a new series I've started, between marketingquickiesshow.com and marketinginyourcar.com.  These are my two content things, so if you're not on both you're missing out because we're going back and forth on the storyline. Yesterday on my marketing quickies show, Mike Stanczyk, some of you may know Mike, he asked me, “I want to know more how you're so productive, how you get stuff done, your work ethic”. So, I'll talk about some of those things.  So yesterday, on the live periscope, I talked about a concept called “lead or gold”. It kind of goes into the core foundational mindset of how to get a lot of crap done.  So if you go to marketingquickiesshow.com and click on the one that says “How to get a lot of crap done”.  That's a foundational piece on what I'm talking about today. So my goal for the next week is to share a bunch of ideas of how to get a lot of things done.  So that's the first one.  So go listen to that, it'll be number one. Today I want to talk about, it kind of shifts over to the side of delegation and outsourcing and things like that. I remember when I first got into this business, I could always tell the life cycle of where a new entrepreneur is. Because as soon as they've outsourced the first time they all want to create a course in outsourcing, Because, “You could pay people a little bit of money and they'll do stuff way better than you do it.” It's a big “Ah Ha”.  Initially that's what a lot of entrepreneurs do.  They hire their first outsourcer.  For me it was someone in Romania. I paid $20 and he built a software product that I ended up selling for $67 and I made tens of thousands of dollars on something that I paid a guy $20 to build.  I remember having that “Ah Ha”, “Wow, I cannot believe that that was even possible.” So I think a lot of us start out on that journey. And the problem is that as we start outsourcing some things, where most entrepreneurs get stuck is it's hard to let go of the reins.  I'm sure you've had that before. You give someone something and they don't do as good a job as you. You try to get them to do it again, and they don't and after 2 or 3 times you just take it back. And it's like, “Screw that, I'll just do it myself.” And I still struggle with that, I'm sure you do as well.  Which is why I do so much stuff. So a couple of things I want to speak to you on that, that have allowed me to get so many things done. And this isn't something that happened overnight, but I've been doing this business for over 12 years so I've hired literally hundreds and hundreds of people to do different tasks. I've hired people that are the cheapest, and I've hired the most expensive, and I've hired people in between. What I've found, I wish I had the link to the article that Todd, one of my partners in Clickfunnels sent, that talked about the difference between A players and B players.  It showed that A players were 3,200 times more productive than a B player. So a lot of us try to get B and C players because it's cheaper, but in reality its way more expensive.  A lot of times you can find one person who can do the work of 10, 15 or 20 people. It may seem hard to believe, but it's true. Todd's a good example of that.  In the past we had 6 full time programmers in Boise trying to build the shopping cart software, we spent 3 years and probably three or four hundred thousand dollars trying to do it and we never got to a point where anyone could use it.  Todd came in and looked at the shopping cart software that we were thinking about using, spent the next two days rebuilding it from the ground up and it worked. It took him two days what took 6 people 3 years and never got live. Now let's talk about finding A players. I think the biggest thing….You gotta kiss a lot of frogs before you find your prince. I remember people saying that when I was dating before finding my beautiful, amazing wife.  I think it's the same thing. You gotta hire a lot of people until you find the rock stars. So what I do a lot of times now, let's say I have a project, I'll go to Upwork, used to be Scriptlance and Odesk, I think it's Upwork. I'll go to Upwork, I'll post a project, but I'll hire 3 people to do the same project. People are like, “Russell why would you do that?  It's going to cost you 3 times as much money.” the reality it doesn't, it cost less money. What happens is I have 3 people build the same thing, one person sucks at it, one person does something kind of weird, and one person is a rock star. But you don't know until you get 3 people you have something to compare them against. So I have 3 people do a product. Usually it's not my big idea; it's not this huge thing.  I'll post and get 3 people to do a smaller project.  It'll test their skill set, but it's not something I'd pay tens of thousands of dollars for, but I do that to find an A player.  After I find an A player I'll go back to that person and say, okay here's the actual project that I want you to do. And hire them to do a bigger project. That way I only have A players on our team. And that's a big part of it. When you do find A players, figuring out ways to lock them up and keep them close to you, because again an A player is worth hundreds of B players. A really good example is when we launched Clickfunnels initially it was Todd and Dylan who built the whole thing. Then as when we start scaling we knew we needed to bring other people in to help. One of those people was Ryan.  Prior to Ryan, we hired a couple of people that were B, C and even D level people. It was horrible.  Not only did they not progress things, everything digressed. Everything moved backwards. And we found Ryan; first off he was culturally a right fit. He was our same age; he was cool, same timeline in his life. He was a great cultural fit. He brought a whole other level of things. He came in and brought Clickfunnels this thing we needed that we didn't have.  He's been amazing. After a while, the demand on Clickfunnels is really high.  It was getting to him and his family. He had a side website making a bunch of money and he got to the point he was going to leave and pursue that, or find a job where he got paid the same for a lot less stress. We knew that if we lost him it would be painful, so we came back and said he is an A, maybe an A+ player and we need him. We needed to lock him up and so we came back and did what it took. Paying him more, giving him equity giving him profit share, whatever it takes. Because one person like him is worth dozens of other people. If you lose someone like that, it can cripple you. It can destroy you.  What I would say, is looking at your company through a different lens, where it's less, “let me hire the cheapest player possible” and shifting that to, “let me find the A player rock star”.  Incentivize them in a way where everybody wins. I look at my company now and we have A players.  A whole bunch of A players. “Russell, how are you able to get so much amazing stuff done?” Because we only have A players. The B players we get rid of, they're gone. They're not part of our organization. All we have is A players, “How in the world are you competing with companies like….Lead Pages is a good example. They have 100, or 200 employees, we've got 25.  How are you able to compete and dominate those guys?” Because we have A players.  You bring in VC money, guess what you hire? A bunch of B players, right. Because that's what they want you to do; they want you to spend their money and build out a team and you need directors and managers and all this crap and people that don't actually do anything. So yeah, you can spend their budget but you get a bunch of B players. That's the difference. I look at any VC backed company, there's a bunch of B players getting funded by dudes that have money, and it shows.  So that's the next step.  Again, if you listened to the periscope before, or if you haven't go to marketingquickiesshow.com, talk about the foundational mindset you need to get crap done. The whole lead or gold concept that I learned from Gary Halbert. Today is all about delegation.  But don't delegate to people who are worse than you, delegate to rock stars.  Yesterday for example, I had to get done a sales letter for a new Clickfunnels process we're doing. I sat down and I locked myself….I had to get it done; I had no choice…lead or gold. I got this thing done. Normally it would be me that designed the sales letter, but Dylan, who's my partner in Clickfunnels, he's a rock star.  He's the best designer I've ever seen in my life.  So I gave it to Dylan, now I'm not nervous because he will make it better than I ever could.  The biggest problem a lot of entrepreneurs have is that we're delegated to people that are worse than us. When you do that, that's where this back and forth and struggle and headaches and everything come from. Start the process today of finding you're a players.  A players have different motivations.  Some its cash, some its partnership, some they want a cool project.  There's different motivations. It doesn't' mean you have to pay them a lot of money upfront. A lot of times A level people are motivated by different things. A good example is Todd, when Todd started working for me, I feel bad about it now, but he worked for free for an entire year. He had different motivations. It wasn't to get money. His motivation was to be part of something bigger. After a year, I realized we hadn't paid him anything. I'm like, this guys really useful, we should pay him something. “Hey man can I pay you?” he's like, “Yeah, whatever.” so I started paying him. After another year, one day I was hanging out with him and he was showing me all these job offers. He was getting 3 or 4 job offers a week for 4 times what I was paying him. I'm like, “Dude, why don't you take those?” He's like, “I want to be part of something bigger.”  Crap, I need to pay him more, because I'm going to lose him.  So I'm like” Hey, can I pay you more?” And he's like, “Sure, whatever.” So the A players typically have different motivations.  Its figuring out those motivations are and aligning them with you. But if you've got vision and you know where you want to go. Finding the A players and getting them to align with you isn't necessarily a hard thing.  Because most of the people I've found that are A players are less money motivated and more mission and vision motivated. That's what drives them. So find your passion, your mission, your vision and sell them on it and that's how you get the rock stars.  If you want to go for the cheapest you can go to Odesk or Upwork and find those kinds of people, but it's going to cost you more in the long run. So there you go.  That's the strategy for today.  Hope that helps. With that said, I'm out of here, I'm at the office.  Going to get stuff done. I will talk to you guys all again soon.  Thanks everybody.

The real secret behind delegation and getting stuff done. On this episode Russell talks about how he gets so much work done. He shares a secret of how to do that by outsourcing and how to make it work for you. Here are 4 cool things to listen for in today’s episode: How Russell figured out who to hire for various tasks. Why A players are 3200 times more productive than B players. Why you have to kiss a lot of frogs before you find your prince. And Russell’s advice for finding A players for your business. So listen below to hear how to find A players to help you get more stuff done in your own business. ---Transcript--- Hey everybody, this is Russell Brunson and welcome to Marketing In Your Car. I’m already halfway to the office so this one might be short.  Nevertheless this is part of a new series I’ve started, between marketingquickiesshow.com and marketinginyourcar.com.  These are my two content things, so if you’re not on both you’re missing out because we’re going back and forth on the storyline. Yesterday on my marketing quickies show, Mike Stanczyk, some of you may know Mike, he asked me, “I want to know more how you’re so productive, how you get stuff done, your work ethic”. So, I’ll talk about some of those things.  So yesterday, on the live periscope, I talked about a concept called “lead or gold”. It kind of goes into the core foundational mindset of how to get a lot of crap done.  So if you go to marketingquickiesshow.com and click on the one that says “How to get a lot of crap done”.  That’s a foundational piece on what I’m talking about today. So my goal for the next week is to share a bunch of ideas of how to get a lot of things done.  So that’s the first one.  So go listen to that, it’ll be number one. Today I want to talk about, it kind of shifts over to the side of delegation and outsourcing and things like that. I remember when I first got into this business, I could always tell the life cycle of where a new entrepreneur is. Because as soon as they’ve outsourced the first time they all want to create a course in outsourcing, Because, “You could pay people a little bit of money and they’ll do stuff way better than you do it.” It’s a big “Ah Ha”.  Initially that’s what a lot of entrepreneurs do.  They hire their first outsourcer.  For me it was someone in Romania. I paid $20 and he built a software product that I ended up selling for $67 and I made tens of thousands of dollars on something that I paid a guy $20 to build.  I remember having that “Ah Ha”, “Wow, I cannot believe that that was even possible.” So I think a lot of us start out on that journey. And the problem is that as we start outsourcing some things, where most entrepreneurs get stuck is it’s hard to let go of the reins.  I’m sure you’ve had that before. You give someone something and they don’t do as good a job as you. You try to get them to do it again, and they don’t and after 2 or 3 times you just take it back. And it’s like, “Screw that, I’ll just do it myself.” And I still struggle with that, I’m sure you do as well.  Which is why I do so much stuff. So a couple of things I want to speak to you on that, that have allowed me to get so many things done. And this isn’t something that happened overnight, but I’ve been doing this business for over 12 years so I’ve hired literally hundreds and hundreds of people to do different tasks. I’ve hired people that are the cheapest, and I’ve hired the most expensive, and I’ve hired people in between. What I’ve found, I wish I had the link to the article that Todd, one of my partners in Clickfunnels sent, that talked about the difference between A players and B players.  It showed that A players were 3,200 times more productive than a B player. So a lot of us try to get B and C players because it’s cheaper, but in reality its way more expensive.  A lot of times you can find one person who can do the work of 10, 15 or 20 people. It may seem hard to believe, but it’s true. Todd’s a good example of that.  In the past we had 6 full time programmers in Boise trying to build the shopping cart software, we spent 3 years and probably three or four hundred thousand dollars trying to do it and we never got to a point where anyone could use it.  Todd came in and looked at the shopping cart software that we were thinking about using, spent the next two days rebuilding it from the ground up and it worked. It took him two days what took 6 people 3 years and never got live. Now let’s talk about finding A players. I think the biggest thing….You gotta kiss a lot of frogs before you find your prince. I remember people saying that when I was dating before finding my beautiful, amazing wife.  I think it’s the same thing. You gotta hire a lot of people until you find the rock stars. So what I do a lot of times now, let’s say I have a project, I’ll go to Upwork, used to be Scriptlance and Odesk, I think it’s Upwork. I’ll go to Upwork, I’ll post a project, but I’ll hire 3 people to do the same project. People are like, “Russell why would you do that?  It’s going to cost you 3 times as much money.” the reality it doesn’t, it cost less money. What happens is I have 3 people build the same thing, one person sucks at it, one person does something kind of weird, and one person is a rock star. But you don’t know until you get 3 people you have something to compare them against. So I have 3 people do a product. Usually it’s not my big idea; it’s not this huge thing.  I’ll post and get 3 people to do a smaller project.  It’ll test their skill set, but it’s not something I’d pay tens of thousands of dollars for, but I do that to find an A player.  After I find an A player I’ll go back to that person and say, okay here’s the actual project that I want you to do. And hire them to do a bigger project. That way I only have A players on our team. And that’s a big part of it. When you do find A players, figuring out ways to lock them up and keep them close to you, because again an A player is worth hundreds of B players. A really good example is when we launched Clickfunnels initially it was Todd and Dylan who built the whole thing. Then as when we start scaling we knew we needed to bring other people in to help. One of those people was Ryan.  Prior to Ryan, we hired a couple of people that were B, C and even D level people. It was horrible.  Not only did they not progress things, everything digressed. Everything moved backwards. And we found Ryan; first off he was culturally a right fit. He was our same age; he was cool, same timeline in his life. He was a great cultural fit. He brought a whole other level of things. He came in and brought Clickfunnels this thing we needed that we didn’t have.  He’s been amazing. After a while, the demand on Clickfunnels is really high.  It was getting to him and his family. He had a side website making a bunch of money and he got to the point he was going to leave and pursue that, or find a job where he got paid the same for a lot less stress. We knew that if we lost him it would be painful, so we came back and said he is an A, maybe an A+ player and we need him. We needed to lock him up and so we came back and did what it took. Paying him more, giving him equity giving him profit share, whatever it takes. Because one person like him is worth dozens of other people. If you lose someone like that, it can cripple you. It can destroy you.  What I would say, is looking at your company through a different lens, where it’s less, “let me hire the cheapest player possible” and shifting that to, “let me find the A player rock star”.  Incentivize them in a way where everybody wins. I look at my company now and we have A players.  A whole bunch of A players. “Russell, how are you able to get so much amazing stuff done?” Because we only have A players. The B players we get rid of, they’re gone. They’re not part of our organization. All we have is A players, “How in the world are you competing with companies like….Lead Pages is a good example. They have 100, or 200 employees, we’ve got 25.  How are you able to compete and dominate those guys?” Because we have A players.  You bring in VC money, guess what you hire? A bunch of B players, right. Because that’s what they want you to do; they want you to spend their money and build out a team and you need directors and managers and all this crap and people that don’t actually do anything. So yeah, you can spend their budget but you get a bunch of B players. That’s the difference. I look at any VC backed company, there’s a bunch of B players getting funded by dudes that have money, and it shows.  So that’s the next step.  Again, if you listened to the periscope before, or if you haven’t go to marketingquickiesshow.com, talk about the foundational mindset you need to get crap done. The whole lead or gold concept that I learned from Gary Halbert. Today is all about delegation.  But don’t delegate to people who are worse than you, delegate to rock stars.  Yesterday for example, I had to get done a sales letter for a new Clickfunnels process we’re doing. I sat down and I locked myself….I had to get it done; I had no choice…lead or gold. I got this thing done. Normally it would be me that designed the sales letter, but Dylan, who’s my partner in Clickfunnels, he’s a rock star.  He’s the best designer I’ve ever seen in my life.  So I gave it to Dylan, now I’m not nervous because he will make it better than I ever could.  The biggest problem a lot of entrepreneurs have is that we’re delegated to people that are worse than us. When you do that, that’s where this back and forth and struggle and headaches and everything come from. Start the process today of finding you’re a players.  A players have different motivations.  Some its cash, some its partnership, some they want a cool project.  There’s different motivations. It doesn’t’ mean you have to pay them a lot of money upfront. A lot of times A level people are motivated by different things. A good example is Todd, when Todd started working for me, I feel bad about it now, but he worked for free for an entire year. He had different motivations. It wasn’t to get money. His motivation was to be part of something bigger. After a year, I realized we hadn’t paid him anything. I’m like, this guys really useful, we should pay him something. “Hey man can I pay you?” he’s like, “Yeah, whatever.” so I started paying him. After another year, one day I was hanging out with him and he was showing me all these job offers. He was getting 3 or 4 job offers a week for 4 times what I was paying him. I’m like, “Dude, why don’t you take those?” He’s like, “I want to be part of something bigger.”  Crap, I need to pay him more, because I’m going to lose him.  So I’m like” Hey, can I pay you more?” And he’s like, “Sure, whatever.” So the A players typically have different motivations.  Its figuring out those motivations are and aligning them with you. But if you’ve got vision and you know where you want to go. Finding the A players and getting them to align with you isn’t necessarily a hard thing.  Because most of the people I’ve found that are A players are less money motivated and more mission and vision motivated. That’s what drives them. So find your passion, your mission, your vision and sell them on it and that’s how you get the rock stars.  If you want to go for the cheapest you can go to Odesk or Upwork and find those kinds of people, but it’s going to cost you more in the long run. So there you go.  That’s the strategy for today.  Hope that helps. With that said, I’m out of here, I’m at the office.  Going to get stuff done. I will talk to you guys all again soon.  Thanks everybody.

Tom DeLong, Harvard Business School professor.