Podcasts about c players

In this episode I talked to Ryan Hawk about how hiring is a lot like hunting. You're not passively reviewing resumes, you are actively searching for top talent and trying to recruit them to your team. The hard truth is that most people are incompetent, and if you tolerate C-Players, eventually your A-players will leave. I also shared a story from a mentor of mine, Chris Powers, that changed how I make hiring and firing decisions. Book:   https://www.amazon.com/Sweaty-Startup-Doing-Boring-Things/dp/006338762X     Newsletter:   https://www.nickhuber.com/newsletter     My Companies:   Offshore recruiting – https://somewhere.com   Cost segregation – https://recostseg.com   Self storage – https://boltstorage.com   RE development – http://www.boltbuilders.com   Brokerage – https://nickhuber.com   Paid ads – https://adrhino.com   SEO – https://boldseo.com   Insurance – https://titanrisk.com   Pest control – https://spidexx.com     Sell a business:   http://nickhuber.com/sell     Buy a business:   https://www.nickhuber.com/buy     Invest with me:   http://nickhuber.com/invest     Social Profiles:   X – https://www.x.com/sweatystartup   Instagram – https://www.instagram.com/sweatystartup   TikTok – https://www.tiktok.com/404?fromUrl=/sweatystartup   LinkedIn – https://www.linkedin.com/in/sweatystartup     Podcasts:   The Sweaty Startup & The Nick Huber Show   https://open.spotify.com/show/7L5zQxijU81xq4SbVYNs81     Free PDF – How to analyze a self-storage deal:   https://sweatystartup.ck.page/79046c9b03  

Have you ever wondered how a single moment of frustration could transform into a lifelong loyalty? In today's episode, we're diving into how to turn even the messiest client moments into opportunities to build trust and strengthen relationships.(Yep, even when everything feels like it's hitting the fan, there's a way to turn it around!)I'll share the surprising power of the service recovery paradox, some real-life lessons (like the time I accidentally double-booked a wedding client—yikes!), and practical strategies you can start using today to handle client hiccups with confidence and grace.Whether it's a missed expectation or a full-blown mistake, how you handle it can make all the difference.Click play to hear all of this and:(00:00:00) The service recovery paradox and its impact on customer satisfaction(00:02:29) The inevitability of client issues and the importance of response(00:03:31) My 4-step framework for assessing client problems and mending relationships(00:04:30) The first step in the framework is all about focusing on understanding the issue(00:04:30) Step two is about evaluating the client relationship to determine if it's worth salvaging(00:04:30) Step three and the importance of setting clear expectations moving forward(00:05:29) Step four and the power of trusting your gut in deciding whether to continue the client relationship(00:06:24) My personal experience with a challenging client experience and the importance of making amendsListen to Related Episodes:How to Create Team Systems and Operations That Simplify Scaling and GrowthHow to Identify and Lead A, B, and C Players for Business SuccessHow to Become a Better Speaker and CommunicatorHow to Build Long-Lasting Client Relationships in Business

Have you ever hired someone with all the best intentions, only to realize things aren't going as planned? Trust me, I've been there—and I know how hard it can be to navigate those moments as a leader.In this episode, I'm pulling back the curtain on how I approach those uncomfortable (but necessary!) conversations with team members. I'll share my four-step framework for crafting effective performance reviews—the exact system I wish I had when I first started building my team.If you're dealing with underperformance, wondering how to have that talk, or just looking to sharpen your leadership skills, this episode is packed with real-life examples and actionable tips to help you make confident decisions that feel both firm and fair.Click play to hear all of this and:(00:00:26) My experience with hiring and the importance of having clearly defined roles and expectations from the beginning(00:00:56) How to evaluate the first 30 days of a new hire's performance and when to make the decision to implement a performance improvement plan (PIP)(00:02:54) Why you need to have an open conversation regarding performance(00:04:43) How to adapt a performance improvement plan based on personal circumstances(00:08:20) How employees' responses to feedback can indicate their commitment to growth and the organization(00:10:02) Why you need to hold employees accountable to reinforce growth and development expectations

→ Register for my upcoming Live Online Event: The Secret to Making (lots of) Money with Digital Offers: https://jasminestar.com/digitaloffer ←Ever wondered what it's like to build, sell, and then buy back your own company?You're in for a masterclass in resilience, strategic planning, and personal growth with today's guest, Cathryn Lavery.Cathryn is the powerhouse behind BestSelf Co., a brand that revolutionized goal-setting with its innovative journals.In this episode, we dive into her journey—from crowdfunding her first journal and raising over $300K in just a month, to navigating embezzlement, partnership struggles, and ultimately selling and re-acquiring her business.Click play to hear all of this and:(00:04:30) The one thing you need to build before launching a successful crowdfunding campaign.(00:06:04) How to set up rewards to keep your crowdfunding campaign simple.(00:07:24) How backers can supercharge your campaign.(00:08:46) The details of Cathryn's first crowdfunding victory.(00:10:58) How to navigate the game of logistics after a successful crowdfunding campaign—because the hard part comes next.(00:12:51) The key to setting up your timelines and delivering on customer expectations.(00:13:31) How to know when it's time hire help.(00:16:03) How Cathryn got invited to Tony Robbins' event?(00:17:01) What Cathryn learned during her experience in Fiji with top mentors.(00:19:16) The marketing strategies you need to implement to accelerate your scaling process.(00:19:59) How to innovate in a category packed with competition.(00:28:07) Why being a problem-based company trumps being product-focused.(00:28:47) What happens when business partnerships go south.(00:34:22) Bouncing back after uncovering embezzlement. Cathryn details the legal battle and how she fought to protect her company.(00:42:03) What happens after you sell your business. Cathryn opens up about the personal projects she took on and the shift in her mindset.(00:46:20) Why Cathryn decided to take back the reins at BestSelf.(00:49:57) How AI is helping Cathryn streamline her business operations in ways that save time and money.Listen to Related Episodes:Creating Brand Loyalty, Social Media Virality, and User-Generated Content with Michelle Cordeiro GrantHow to Identify and Lead A, B, and C Players for Business SuccessConnect With Cathryn:Instagram: https://www.instagram.com/cathryn.lavery/Check out BestSelf (Use Code JASMINE for 20% off): https://bestself.co/For full show notes, visit jasminestar.com/podcast/episode512Have you ever wanted to make money selling a digital offer like a PDF, a course, a membership or even a higher ticket coaching offer online?I'm hosting a >>FREE live event

Are you holding onto team members who are hindering your business's growth? In this episode of The Overlap Podcast, we tackle the challenge of identifying and managing C players—team members who consistently fall short of expectations despite their good intentions. How do you recognize them early? When is it time to intervene or let go? And how can these decisions shape your team culture and overall success? Packed with actionable advice, real-life examples, and leadership insights, this episode is your go-to guide for building a team that thrives. Don't let C players drag down your A players—learn how to make the tough calls with clarity and confidence. What You'll Learn: Clear traits of C players and how to identify them early. Why C players can negatively impact team dynamics and culture. Strategies for coaching underperforming team members to elevate their performance. When and how to make the tough call to let a team member go. Proactive measures to avoid hiring C players in the first place. Key Topics Discussed: Understanding C Players: Characteristics: Lack of consistent performance, motivation, or accountability. The difference between C players and outright con artists. Impact on Team Dynamics: How C players affect team morale and culture. Insights from Nick Saban on the importance of alignment among team members. Strategies for Improvement: The importance of clear communication and specific action plans. Creating opportunities for accountability and self-awareness. Making the Hard Call: How to transition C players out of your team with clarity and dignity. Ensuring tough conversations lead to positive outcomes for all parties. Proactive Hiring Tips: Key interview questions to identify potential C players. Using probationary periods to assess fit and performance. Show Resources: Recommended Tools: The EOS Framework (Get It, Want It, Capacity) for evaluating team members. Crucial Conversations by Patterson, Grenny, McMillan, and Switzler for guidance on hard conversations. Notable Quotes: "High performers hate mediocrity, and mediocrity hates high performers." – Nick Saban "To be unclear is to be unkind." "The only reason you hire someone is to produce an end result consistently and predictably." Conclusion: C players are one of the most challenging aspects of leadership, but they present an opportunity to refine your team and elevate your culture. By identifying underperformance, having clear conversations, and creating actionable plans, you can either guide them to success or help them transition to a better fit. Remember, holding onto C players too long isn't fair to them—or your A players. Take these strategies into your business today and watch your team thrive. Let us know your biggest takeaways and tag The Overlap Podcast!

Send us a textExplore the essential role of strong leadership in scaling businesses, drawing from principles like the "21 Irrefutable Laws of Leadership." Bryant will share his incredible journey, from revamping a struggling women's apparel brand to leading the marketing powerhouse at Bethel Music and navigating the dynamic environment of The Adventure Challenge.In this episode, Jordan West with guest Bryant Jacquez, today we're diving deep into the world of leadership, business turnarounds, and dynamic marketing. Bryant, a seasoned professional in the ecommerce space, has a rich history in direct-to-consumer marketing and has held prominent roles such as CMO and CEO across several high-impact companies.Listen and learn in this episode!Key takeaways from this episode:Identifying and Managing Underperformers:"C players" harm organizations. Leaders must identify and manage or remove underperformers to maintain high performance.Leadership is Fundamental:Effective leadership drives organizational success. Leaders should focus on continually improving their skills.Survival Tactics in Distressed Environments:In high-stakes situations, urgent actions take priority over traditional practices. This focus can help revive struggling companies.Diverse Marketing Strategies:Diversifying marketing is crucial. Relying on one platform limits reach; using influencers, affiliates, and multiple channels maximizes engagement.Restructuring and Cost Optimization:Switching to cost-effective software saves money and improves resource allocation.Creative Talent and Risk-Taking:Allowing talent the freedom to explore fosters innovation, as seen with the Adventure Challenge team.Adaptability in Career:Transferring skills across roles creates new opportunities, such as managing both artists and influencers.The Importance of Strong Vendor Relationships:Strong vendor relationships ensure stability. Payment issues can disrupt operations.Innovation in Marketing Campaigns:Leveraging popular culture, like the Snoop Dogg campaign for Solo Stove, drives viral success and enhances brand exposure.Today's Guest: Bryant Jaquez, a seasoned professional in the ecommerce space known for his strategic leadership and marketing expertise. Bryant has held significant roles such as CMO and CEO, contributing to the growth and turnaround of several companies, including The Adventure Challenge, Caden Lane, and Buddy Love. He is well-versed in direct-to-consumer (D2C) marketing, scaling businesses, and managing high-growth organizations. Recommended Apps/Tools:Cin7: https://www.cin7.com/ Netsuite: https://www.netsuite.com/ Klaviyo: https://www.klaviyo.com/  Growth Plan: www.upgrowthcommerce.com/growMillion Dollar Offers: www.upgrowthcommerce.com/growIn this episode's sponsor is Revenued - is a financial technology company that provides businesses with revenue-based financing solutions. Instead of relying on credit scores or collateral, Revenued offers funding based on a company's revenue. This allows businesses to access capital quickly and repay it as they generate income. Learn more here: Revenued

The leaked *MrBeast* employee manual, which surfaced in September 2024, provides insights into the operations and production philosophy behind one of YouTube's largest channels. The 36-page document, intended as an internal onboarding guide, outlines the high expectations MrBeast (Jimmy Donaldson) has for his team. It stresses a results-driven culture, where employees are judged on their output rather than the hours worked. The document categorizes employees into “A-Players,” who are the best at what they do, and warns against keeping “C-Players,” who are seen as detrimental to the team's performance. This leak has come at a time when MrBeast faces various controversies, adding more fuel to ongoing debates about his work culture.The A, B, and C player section of MrBeast's leaked employee manual has sparked debate. It categorizes employees based on their performance: A-players are high-performing, coachable, and obsessed with their work, while B-players are trainable. However, C-players are deemed "poisonous" and should be removed from the company immediately. This has led to mixed reactions, with some praising the focus on excellence, while others criticize the potential harshness and pressure this framework imposes on employees.https://simonwillison.net/2024/Sep/15/how-to-succeed-in-mrbeast-production/ Here's a good run down of all the reasons to NOT like MrBeast:https://youtu.be/Ag2VjgrF6QA?si=IWI006zOcYo87Khf Youtube Episode by Rosanna Pansino: https://youtu.be/U2aYO4c3AKw?si=RIfIkiHcbpvPTwAN Safe to say she is NOT a Mr Beast fan… --------- EPISODE CHAPTERS ---------(0:00:04) - MrBeast Production Analysis(0:10:59) - Celebrating Mediocrity and High Performance(0:21:50) - Encouraging Growth and Communication in Production(0:26:47) - Effective Communication in Production(0:35:41) - Entrepreneurial Responsibilities and Communication(0:42:43) - Critical Aspects and Creativity in Production(0:57:43) - Accountability and Learning From Mistakes(1:02:32) - Effective Communication in Production(1:11:03) - Analyzing Criticism of MrBeast(1:18:51) - Lessons Learned Through ExperienceSend us a text

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

No one hires C players.  If you have a C player you have created them.  It all starts with onboarding and goes from there. Want to create A players? Take advantage of a complimentary business strategy session to discover the opportunities in your business! https://actioncoachwi.com/podcast-ask-a-question-complimentary-session/

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/  

In this episode, you'll discover:3 Keys to Attracting A-player CandidatesThe 5 Attributes of an A-Player How to recognize B and C Players  How much should you pay an A Player?Episode Highlights03:43 - How the Rubik's cube framework can help you in troubleshooting and identifying talent gaps in a team.08:38 - The importance of clarity in vision for A-players, requiring a clear and compelling vision to be attracted to the business.13:50 - A-players need total clarity around their role and expectations to deliver value and capture value19:21 - The value of investing in training and development within teams, especially its significance with A-Players21:37 - What does resistance to training and coaching with your team mean?23:48 - The hiring and optimization of a team of A-player29:59 - Dr. Pete sits down with Success Partner, Dr. Andrew White, CEO of Align & Co, to discuss their mission to bring chiropractic care to the workplace. Dr. White shares his personal journey and the inspiration behind his work, rooted in the opioid crisis and the desire to make a lasting impact on healthcare. They delve into the problem of reaching individuals who may not seek chiropractic care, and the innovative solution of providing on-site adjustments in collaboration with businesses. Discover the potential ROI for CEOs and clinic owners that Align & Co can bring to your practice.  Resources MentionedTo download your copy of the A-Player Assessment, please click here: https://theremarkablepractice.com/podcast-ep231-aplayerRegister for the Team Building Immersion here: https://theremarkablepractice.com/team-immersion/Build your dream team with Chiro Match Makers. Learn more at https://chiromatchmakers.com/For more information Align & Co about please visit: https://alignco.life/Schedule a Brainstorming call with Dr. PeteDr. Stephen's LinkedInDr. Peter's LinkedInThe Remarkable CEO WebsiteDr. Stephen's Book – The Remarkable Practice: The Definitive Guide to Build a Thriving Chiropractic Business

This Fast Pace episode features Dean Mackie and Josh Phegan on shifting performance with top grading. They discuss A, B and C players and how to progress them, challenging the A players, coaching the B players, setting expectations for C players and knowing when they need to be trimmed, and investing time and energy where you'll get the greatest return.

Are You Creating the Ultimate Experience for Your Patients? - E163 Highlights from this episode: Run Down: Are you creating the ultimate experience for your patients? (00:49) Office Talk: Optical and Staff Slip-up (18:28) Closing Thought: Staffing - A vs. B vs. C Players (26:17) In this week's episode we are talking about giving your patients the ultimate experience in your practice. Are you treating each patient like they are your only chance to get the word out about you? Why not? It makes complete sense when you think about it. There's really no great reason to not be giving each patient that sits in our chair the ultimate experience and turn them into a devoted fanatic of you and your practice. (00:49) In this week's Office Talk, we had a slip up in optical that has just had me fuming. To put it simply, it was the antithesis of how we train our staff to present and take care of our patients. Let me know how you would have handled it. (18:28) Join in the fun and subscribe to the podcast to keep up with all the great content coming down the pipe! For exclusive content, be sure to register your email on our website and I will be sending out newsletters and other great bonuses as we go. I love getting feedback, questions, suggestions, etc. so contact me at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.theultimateod.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, on social media (click here for -> ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠) OR, just shoot me an email at drlillie@theultimateod.com and I'd be happy to chat! --- Send in a voice message: https://podcasters.spotify.com/pod/show/theultimateodpodcast/message

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.

Navigate the complex world of sales recruitment as we dissect the unique qualities of A, B, and C players in this comprehensive comparison video. We delve into their distinct strengths, areas for improvement, and how their diverse skills can contribute to a dynamic sales organization. Find out why a successful team needs a mix of all three and how to identify and leverage these diverse skill sets to boost your organization's sales performance and growth. Tune in and discover how to strategically build your dream team!You can Contact Me here :

In this episode, Barry sits down with Sooner Safety, Reggie Pearson Jr. to discuss his recent marriage and managing his role as a husband as well as a student-athlete, and his new show dropping very soon and continuing throughout the season. He also discusses how summer has gone for him and his fellow Sooners, and who has impressed him on both sides of the ball. Reggie also provides his thoughts on the PFF system and how the grades are constructed. Tweet our podcast and tag @barryandmackshw for a chance to win a FREE Barry & Mack Show t-shirt as well as receive a shoutout on the next podcast! For more exclusive content, visit Sooners360.com and follow Reggie Pearson Jr. at @reggiepearson21 Follow Us On Social Media: Twitter: The Barry & Mack Show | @bwisefitness | @d_mack13 IG: @thebarryandmackshow @bwisefitness @damethatdude Graphic Design by: @Deja__Entendu Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hey there! In this value-packed episode, I take you on a deep dive into the world of business, exploring two distinct types of individuals: the A-Players who fearlessly pursue challenges and achieve greatness, and the C-Players who settle for mediocrity. Join me as we uncover valuable insights on how to avoid becoming a "failure to launch" and unleash your true potential for success.

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) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ 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/ 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/

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

Carl Lewis and football writer Zach Lowy discuss players to watch in Group C of the World Cup in Qatar. It begins on 22 November for Lionel Messi, Lionel Scaloni and millions of Argentines back home wearing white and sky blue. But it also begins for Poland, Mexico and Saudi Arabia. Most of the footballing world believes Argentina will progress through Group C, but who will join them? Argentina World ranking: 3 Coach: Lionel Scaloni Confirmed 26-man squad: Franco Armani (River Plate), Emiliano Martinez (Aston Villa), Geronimo Rulli (Villarreal), Nahuel Molina (Atletico Madrid), Gonzalo Montiel (Sevilla), German Pezzella (Real Betis), Nicolas Otamendi (Benfica), Cristian Romero (Tottenham), Lisandro Martinez (Manchester United), Nicolas Tagliafico (Lyon), Marcos Acuna (Sevilla), Juan Foyth (Villarreal), Guido Rodriguez (Real Betis), Rodrigo De Paul (Atletico Madrid), Exequiel Palacios (Bayer Leverkusen), Alexis Mac Allister (Brighton), Enzo Fernandez (Benfica), Alejandro Gomez (Sevilla), Angel Di Maria (Juventus), Leandro Paredes (Juventus), Lionel Messi (PSG), Nicolas Gonzalez (Fiorentina), Lautaro Martinez (Inter Milan), Paulo Dybala (Roma), Julian Alvarez (Manchester City), Joaquin Correa (Inter Milan) Saudi Arabia World ranking: 51 Coach: Hervé Renard Confirmed 26-man squad: Mohamed Al-Owais (Al-Hilal), Nawaf Al-Aqidi (Al-Nassr), Mohamed Al-Yami (Al-Ahly), Yasser Al-Shahrani (Al-Hilal), Ali Al-Bulaihi (Al-Hilal), Abdulelah Al-Amri (Al-Nassr), Abdullah Madu (Al-Nassr), Hassan Tambakti (Al-Shabab), Sultan Al-Ghanam (Al-Nassr), Mohammed Al-Breik (Al-Hilal), Saud Abdulhamid (Al-Hilal), Salman Al-Faraj (Al-Hilal), Riyadh Sharahili (Abha), Ali Al-Hassan (Al-Nassr), Mohamed Kanno (Al-Hilal), Abdulelah Al-Malki (Al-Hilal), Sami Al-Najei (Al-Nassr), Abdullah Otayf (Al-Hilal), Nasser Al-Dawsari (Al-Hilal), Abdulrahman Al-Aboud (Ittihad), Salem Al-Dawsari (Al-Hilal), Hattan Bahebri (Al-Shabab), Fahad Al-Muwallad (Al-Shabab), Haitham Asiri (Al-Ahly), Saleh Al-Shehri (Al-Hilal) Firas Al-Buraikan (Al-Fateh). Poland World ranking: 26 Coach: Czesław Michniewicz Confirmed 26-man squad:Bartlomiej Dragowski (Spezia), Lukasz Skorupski (Bologna), Wojciech Szczesny (Juventus), Jan Bednarek (Aston Villa, on loan from Southampton), Bartosz Bereszynski (Sampdoria), Matty Cash (Aston Villa), Kamil Glik (Benevento), Robert Gumny (Augsburg), Artur Jedrzejczyk (Legia Warsaw), Jakub Kiwior (Spezia), Mateusz Wieteska (Clermont), Nicola Zalewski (Roma), Krystian Bielik (Birmingham City), Przemyslaw Frankowski (Lens), Kamil Grosicki (Pogon Szczecin), Jakub Kaminski (Wolfsburg), Grzegorz Krychowiak (Al-Shabab), Michal Skoras (Lech Poznan), Damian Szymanski (AEK Athens), Sebastian Szymanski (Feyenoord), Piotr Zielinski (Napoli), Szymon Zurkowski (Fiorentina), Robert Lewandowski (Barcelona), Arkadiusz Milik (Juventus), Krzysztof Piatek (Salernitana), Karol Swiderski (Charlotte FC). Mexico World ranking: 13 Coach: Gerardo Martino Confirmed 26-man squad: Guillermo Ochoa (Club America), Alfredo Talavera (Juarez), Rodolfo Cota (Leon), Jorge Sanchez (Ajax), Kevin Alvarez (Pachuca), Nestor Araujo (Club America), Johan Vasquez (Cremonese), Hector Moreno (Monterrey), Cesar Montes (Monterrey), Gerardo Arteaga (Genk), Jesus Gallardo (Monterrey), Andres Guardado (Real Betis), Hector Herrera (Houston Dynamo), Charly Rodriguez (Cruz Azul), Erick Gutierrez (PSV Eindhoven), Luis Chavez (Pachuca), Edson Alvarez (Ajax), Orbelin Pineda (AEK Athens), Luis Romo (Monterrey), Alexis Vega (Guadalajara), Hirving Lozano (Napoli), Raul Jimenez (Wolves), Roberto Alvarado (Guadalajara), Uriel Antuna (Cruz Azul), Henry Martin (Club America), Rogelio Funes Mori (Monterrey).

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

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. Some topics include: A Players hire A Players. B Players hire C Players.The right behaviors create the right actionsHow to view mistakes as positive learning opportunities, and the massive benefits of doing soEric's mission, and how that has driven his success

Our first show since the epic NEW 5 show sees the C+ Players give their thoughts on all the matches. The winners, the losers, the chicanery... and the future. We also look ahead to the matches announced for NEW 6, and more! Plus, we talk about the final build to AEW's Revolution PPV, Fake "The Snake" Friedman, Tony Khan's acquisition of Ring of Honour, the overcrowded AEW Tag Team division, Vince McMahon's appearance on Pat McAfee's show and Edge vs. Styles at Wrestlemania. All that plus a look back at the sad final days of ECW in "This Week in Wrestling History".

NEW 5 is here and the C+ Players break down the card and make their predictions for what is sure to be an epic night! Plus, after another incredible Dynamite featuring the promo of the year from MJF as the build to his match with CM Punk at Revolution intensifies, there is a ton to talk about. The guys also discuss Cesaro's free agency, Chris Jericho and Eddie Kingston being must-see after one segment, Bryan Danielson still being the absolute best at what he does, Elimination Chamber fallout, the Wrestlemania Night 1 main event being Ronda vs. Charlotte, and a look back in time at the launch of the WWE Network, the signing of Sin Cara and the time Mae Young gave birth to a hand. 

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

The C+ Players are back after a holiday break, and a LOT has happened in the world of wrestling. NEW 4 has been postponed to June, and NEW 5 is next on deck. We talk about the recently revealed card, ticket information and more! We also discuss the title match between Hangman Page and Bryan Danielson, Jade Cargill winning the TBS title, Cody Rhodes, Punk/MJF's WWE references, Bron Breakker rise, Regal's release, Samoa Joe's release and the death of NXT Black & Gold. All that plus Brock Lesnar's title win and a look back at Edge scoring big by cashing in the first Money in the Bank, and scoring big the night after on RAW. 

NEW 3 is in the books and it was a helluva show! The C+ Players break down the Quarterfinals, Semi-Finals and then the crowning of The Golden Boy, Travis Williams as the first champion in NEW history. We also discuss major NEW 5 announcements, Danielson's run through the Dark Order, CM Punk vs. MJF round two, more love for the Gunn Club, NXT Wargames recap, Lesnar vs. Reigns at Day 1 and the recent Jeff Hardy news. All that plus an Attitude Era trivia battle and a look back in time to the Daniel Bryan hijacked RAW in Seattle. 

We talked about A B C players playing basketball in the Quad city. If those players have skill to play or they're just trash

After an amazing weekend at the (sold out) Vancouver Convention Center, the C+ Players are here to break down all the matches and happenings coming out of the massive show which saw twists, turns, tables and tag champs. Also talking AEW's ratings, the Rampage head to head with Smackdown, Hangman Page's return, King of the Ring/Queen's Crown, Roman Reigns' merch numbers and we take a double look back to wrestling history as DX forms and Rikishi "Did it for The Rock". 

Less than a week away from NEW 2 at the Vancouver Convention Center, the C+ Players are back to break down which NEW faces they are excited to see and which matches could steal the whole damn show(s). Also, talking AEW Danielson making them nervous, Sammy Guevera ending Miro's TNT title run, Buddy Murphy/Matthews potentially debuting on Dynamite and a deep dive into the WWE Draft and upcoming Crown Jewel event. All that plus a trip back in time to Oct 5, 1997 and the debut of both Hell in a Cell and Kane (many MANY years away from wrestling in dress pants)

NEW Wrestle Nation (Ep 6) - “All Out Boy” After one of the most monumental wrestling PPVs of the modern era, the C+ Players are back to… pretty much spend the whole episode discussing that. Listen along as they discuss the debuts of Ruby Soho, Adam Cole (Bay Bay) and Bryan Danielson, as well as CM Punk's return match against Darby Allin, the phenomenal Lucha Bros vs Young Bucks cage match, wrestler happiness, satisfying an audience and where AEW goes from here. All that plus the last bit of news heading in NEW 1 this Saturday, including the recent NEW acquisition of DJ's Jay Swing and Flipout!

NEW Wrestle Nation (Ep 4) - Punk Brock   After one of the biggest 3 day stretches in modern pro-wrestling history, the C+ Players are back to break it all down. Listen as they discuss CM Punk's return, AEW's potential free agent surplus, WWE Summerslam, Brock Lesnar's return, Becky Lynch squashing Bianca Belair, John Cena vs Roman Reigns, Goldberg's safety, Walter/Dragunov II and where does Adam Cole (BAY BAY) go next?   All that, plus the exclusive reveal of the NEW 1 match card for the debut show on September 11th!

Wrestle Nation (Ep 2) - The Veteran Youngster After a shocking debut atop the charts, the C+ Players are back to break down the world of pro wrestling as only they can. Join them as they discuss NEW's first show being announced, Fergie and Bishop joining NEW, Bray Wyatt's release, NXT cuts and rumoured format change, Cody Rhodes' fake retirement, the labours of Jericho and Adam Cole's next move. Plus what in the world of pro wrestling should be pushed or buried, and reliving Jay Leno's main event push from 1998.

Are you an A, B, or C-level player? Everyone likes to think they're an A player, and every leader wants A players on their team. But the reality is the journey to high performance starts with self-assessment, courage, and commitment. You have to take stock of where and how your talents and behaviors show up. If you're interested in self-assessing from the safety of wherever you privately listen to this podcast, tune in as Dan breaks down the differences between an A, B, and C players using the following eight high-performance competencies – learning, feedback, focus, failure, success, risk, motivation, and betting on oneself. Whether you're an individual performer, mentor, or sales leader, this episode makes a great growth opportunity for you or your entire team.

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

Jon, Ryan, and Gabe discuss how to identify, vet, and hire your key team players. You never want your company to be 100% filled with A players. They are always looking for the next best thing and it’s difficult to keep this kind of employee engaged. B players are good, they get their job done, but they’ll never push beyond that, and C players — you have got to watch out for these guys as they can really drag the business down.   Key Takeaways: Let’s talk about A, B, and C players. How do we define A player? It’s risky to hire A players! You don’t want your business to be filled 100% with A players. You don’t want an entire team filled with Michael Jordans, for example. Gabe shares his opinions on why you need a good mix of A, B, and C players. Gabe had one of his employees leave because they wanted to be a manager, and he didn’t think she’d be a good fit for it. Ryan always has a million questions on why someone wants to leave their current job. True A players never stop looking for jobs. How does Gabe vet whether a potential hire is going to be a good fit? As a business owner, you can get overly optimistic about a potential hire. What is a definition of a B player? When people are under pressure, all their skills go out the window and the only thing that remains is their character. Can you train someone on their character? The guys share their tips and tricks on how they conduct the reference check. Identify your C players and get rid of them. They will drag your company down. Business owners spend a lot of their time on C players. You gotta stop this.   Resources: Freedomblueprintshow.com  

Keith provides a match reaction to Manchester City's 3-1 win in the FA Cup 4th Round against Cheltenham Town where Uncle Pep put out a line-up to give the players a chance to perform and for the exception of one - they didn't. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

The consultant of choice for Wal-Mart, Pfizer, Citigroup, General Electric, State Farm Insurance, IBM, General Motors, and Microsoft joins us to share how to manage A, B, and C players effectively in the workplace.

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

There's an index you can do to quickly figure out who you're A, B, C, and D players are on your team. Here's how: Draw out a quadrant (four boxes) with ‘Core values' on the y-axis and ‘Performance' on the x-axis. In the top left box, you'll put the letter A, then B in the next, C in the bottom right, and D in the bottom left. If you're in the top quadrants, then that employee meets your core values. Across the bottom, if they are on the right side, then it means they meet performance. What you should look out for are the C players. They have a great performance but they don't abide by your core values. What this looks like is an employee that's cocky, knows he/she is great at their job but they're not a team player; every one hates them, they don't work well with the others. They will eat away at your A and B players who will get so sick of that C player that they quit their jobs. This person is called a “terrorist”; you need to identify them and get rid of them as soon as possible. So do this little exercise to identify people who need some coaching and training and if you have any C players; plus you can talk to your team. If they don't straight up tell you who the C players are, they will at least hint at it. — Erik J. Olson is an award-winning digital marketer & entrepreneur. The Founder & CEO of Array Digital, he is also the host of the Journey to $100 Million Flash Briefing and daily podcast, and the organizer of the Marketers Anonymous monthly meetups. — Kevin Daisey is an award-winning digital marketer & entrepreneur. He started his first company when he was just 23, and is the Founder & CMO of Array Digital. Kevin is also the co-host of the Journey to $100 Million Flash Briefing and daily podcast, and the co-organizer of the Marketers Anonymous monthly meetups. — For more information on the show, and to check out past episodes, go to journeyto100million.com!

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

According to Forbes, 90% of consumers read reviews before buying a product or service. During this episode of Datman and Deavis, Deavis demonstrates how C-Players are unable to get anything done and the damage that they will bring to your business.

MAN do I have an exciting episode for you today! After being inspired by episode 104 of the RISE podcast by Rachel Hollis (https://podcasts.apple.com/us/podcast/rise-podcast/id1245763628), I have some great advice to share with you regarding player selection for your upcoming season.  Volleyball coaches, listen close! Following this advice could save you some major headaches down the road. Have some thoughts on this episode? Join the "Volleyball Coaches Corner" closed (aka private to members) Facebook group to discuss!  Visit getthepancake.com to learn more about the free + premium resources we provide to new volleyball coaches. --- 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/getthepancake/message

Welcome to episode 185! Today we will reaffirm the importance of having the right people in a growth company and to lay the foundation for the introduction of a talent assessment tool by introducing a simple, 4 quadrant matrix (tool) for Topgrading a team into A, B, C Players. This Free tool helps you evaluate each team member based on 2 core criteria: 1) What percentage of the time do they live the Core Values; and 2) What is their average percent productivity in their role? Maxum Corporation - Inspiring Greatness Show Notes: http://maxumcorp.com.au/podcasts/

Who's in your circle?  Who's in your text messages? Who's there when you need them? Today's Quick Hit is all about one thing and one thing only: building your Tribe for success and ensuring you're rolling with A+ players. What's an A+ player? Simple —someone who is in alignment with who you are and who you're becoming. Someone who inspires and feeds your mind, body and spirit. Someone who will celebrate your wins and be there when you need them. ANNOUNCING THE LEAP OF YOUR LIFE! There’s a bold decision in your life you’ve been putting off, and every day passing by is a reminder of what hasn’t happened. And now you’re wondering if it ever will. But what if there was a way to flip the script, take the Leap Of Your Life and never wonder ‘what could have been'? I'm excited to announce my BRAND NEW book, The Leap Of Your Life is available for pre-order now on Amazon, Barnes & Noble and all other retailers as well as here: DISCOVER THE LEAP OF YOUR LIFE HERE: LeapOfYourLife.com This book was written to give yourself permission to not only dream big and bold...but go all in on yourself and ensure you never, ever experience the sinking feeling of regret. AVAILABLE FOR PRE-ORDER AT ALL MAJOR RETAILERS NOW! LIKED WHAT YOU HEARD? There are countless podcasts out there. If you have ever gotten any value from the Academy... Please take 60-90 seconds to tell the world why. What is it about the Academy that makes you tune in? Head over to iTunes, search for the Academy, click 'write a review' and submit...it would mean the world! Our new website is live! Ensure you don't miss a thing and join us on this platform by grabbing your special audio training (this can't be found anywhere else) right here: https://resistaverageacademy.com/ ARE YOU READY TO LEVEL UP? You've listened to the show. You have a lot of knowledge, but are you ready for results? At the Academy, we have three core experiences to bring your dreams to life, including virtual programs, a mastermind and a one day intensive here in Scottsdale, Arizona. Head over to the website or simply email us at tommy@resistaverageacademy.com now!

SUMMARY:   In this episode of DYB, Steve interviews Lisa Moon, Co-Owner of Paper Moon Painting based in San Antonio & Austin, Texas.   Owned and Operated by a Husband & Wife Team, Paper Moon's story begins humbly, running exclusively by subcontractors out of the Moon family's home.   Over the last six years, Paper Moon has grown to an award-winning $3Million+ company, providing a high-quality painting service that exclusively serves family homes in upper-class neighborhoods.   Enjoy this conversation as Lisa dives into her methods for acquiring leads, opening a satellite location in a new town, and maintaining a company culture as they grow.   --   WHAT YOU'LL LEARN:    -Lisa's methods for ringing up business immediately in a new location -Paper Moon's experience with opening a satellite location in a new city, and what they'd do differently -The importance of Culture in growing a painting company sustainably   --   QUOTES:    "We're a systems company that delivers painting projects." "Trust and Delegate." "Change takes time. Be patient and trust everything will be better in the end." "Culture eats strategy for breakfast." "In growth mode, you'll take almost any warm body. We have work, we need guys. But then we realized we want to keep the culture strong. We don't want C Players who will keep us down."   --   HIGHLIGHTS:    [1:59] How did Paper Moon get started? [10:05] What has Lisa's experience been hiring Hispanic workers? [20:58] What did Lisa learn from opening a satellite location, and what would she do differently? [32:36] What change made the biggest difference in Lisa's Business? [36:47] What part does culture play in Lisa's company?   --   LINKS & RESOURCES MENTIONED IN THIS EPISODE:    11 Interview Questions to Hire for Character   DYB System Chart   TSheets   You Can Book Me   Estimate Rocket   Work The System   The E-Myth Revisited - Michael Gerber   Good to Great   The 5 Dysfunctions of a Team   --    ADDITIONAL FREE RESOURCES:  Join DYB DYB System PDF EP01 9 Steps to Doubling Your Business Part 1 52 Blog Post Ideas PDF YouCanBookMe VIDEO Pre-qualifying Questions PDF Video Testimonial Checklist PDF 3 Steps To Get Leads From FB PDF 11 Interview Questions PDF 9 Ways To Get HOA Work PDF   Connect with Lisa on Facebook here Connect with Steve on Facebook here   Press and hold to visit the page Show Page Notes   Thank you very much for joining us today! If you received value, would you take a quick few seconds and leave us a review on iTunes, please?

How many high quality employees does it take to get the job done? During today’s broadcast of The Thrive Time Business Coach Radio Show, Clay Clark and Doctor Robert Zoellner answer that question and also touch on the importance of not settling for B and C-Players when possible.

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. 

This is a high-turnover business, but I’ve got the solution. Don’t hire another person in your restaurant til you listen to my latest episode. You can’t simply fill openings and forget about help-wanted ads… that’s the way to find average people, who will deliver average guest experiences, average food & drink and lead to nothing but problems in your restaurant. Instead focus on a new approach. Hire for attitude, approach and desire to serve the public. Front of House or Back of House… doesn’t matter. What matter’s most is you train, develop and nurture what I call the “A-Team”. Get rid of your C-Players and get rid of them now! I’m not kidding.. they’ll just bring down your staff and your restaurant in short order. Listen up and listen close… my latest episode will lower your turnover, free up your time and make a huge difference in your restaurant and your guest’s experience. Thanks for listening. Now go out there and Rock Your Restaurant! Roger

Abonneer je op de Winst.nl podcast en ontvang waardevolle tips, trucs en technieken van inspirerende ondernemers.

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 -----

We grabbed a decent amount of audio from our time at DragonCon. Today’s special episode consists of some player interviews we did after the CoH Panel. We’ll be releasing the full panel audio soon, as well as a regular episode with news and patch note highlights from the launch of i16. No promos or news … Continue reading "Special Episode 10 – D*C Players"