Leading B Players
INTRODUCTION
Leadership can make the critical difference in an organisation’s performance. The research on leadership challenges discovered through studies involving more than 350,000 leaders show that exemplary leadership improves morale and productivity. Exemplary leaders are perceived by others to be more effective. They are able to:
• Be more effective in meeting job-related demands.
• Be more successful at representing their units to upper management.
• Create higher performing teams.
• Increase motivational levels and willingness to work hard.
• Reduce absenteeism and turnover rates.
• Possess high degrees of credibility.
Anyone can take the helm in calm seas. In times of turbulence, chaos, change – times like the current times – we need skilled and experienced leaders to guide their followers through stormy seas.
As Jim Kouzes and Barry Posner remarked: “What we have discovered, and rediscovered, is that leadership is not the private reserve of a few charismatic men and women. It is a process ordinary people use when they are bringing forth the best from themselves and others”.
Good leadership is perhaps the most important competitive advantage an organisation can have. While the principles of leadership are universal, the need to focus on leading and motivating the B players, who form a majority in all organisations is an important one.
B Players
Human capital in an organisation is often divided into three categories: A, B and C Players, where A Players are the high achievers, the B Players are the strong, loyal in between team players and the C Players are the poor performers. Many companies, however, put too much emphasis on their star performers or the poor performers. This leads to intense focus on the A Players and C Players.
The B player are often ignored; they usually become contractual offering much less then what they are capable of. B Players are neither stars nor laggard. They are often more reliable, work with less expectations and with a greater need for work life balance. They do seek for more responsibilities, but not at all costs. They are often more flexible, and will adapt to changes.
B Players are dependable and perform steadily throughout the year. They work with little fanfare without getting all the glory. Although they may complain of work overload sometimes, they do not mind too much and are more concerned with job security than earning high bonuses in high risk positions.
Leading and motivating B players starts with giving them due respect. Leading B players in an important skill.
