Question: What is an A player? Are you one yourself?

I ask this question often when I’m presenting keynote speeches. At first, I was just curious. Like many curiosities, it’s grown into a whole new book. But I digress. The reality is, 100% of the room will say they’re A players, but if I ask them the percentage of A players in the entire world, they will tell me that average is around 10%. What gives? I just got lucky that we beat the statistical odds that most of the A players are in attendance – right?

The truth is, everyone is an A player. You just have to align their role to their innate skills.

Over the last few decades of starting and selling businesses, creating partnerships, authorship, and speaking, I have discovered that everyone is an A player – if they’re in the right environment! 

Now. How do we implement this in our recruiting processes in our business?

It’s our job as leaders of our business to identify an A player for an available role. Usually, we look at experience and referrals. We even offer Meyers-Briggs and Strengthsfinder tests. But one thing these don’t cover is a candidate’s innate potential and values.

Potential is the most important. It’s also the most ignored. Recruiting top talent is a key priority for any organization striving for excellence. While traditional resume-based recruitment tactics have been the norm, there is a growing recognition that focusing on the potential, drive, and values of candidates can yield exceptional results. This means you have to recruit A-player employees based on their qualities rather than solely relying on resumes. 

My point? Our job is to set up an environment that supports employees in expressing their curiosity and ignites their potential.

Shifting Focus to Potential, Drive, and Values:

1. Traditional resume-centric recruiting often places heavy emphasis on past experience and qualifications. While these factors are important, they don’t capture the full potential and capabilities of candidates. By shifting the focus to candidates’ potential, drive, and values, organizations open themselves up to a broader pool of talent with untapped potential.

Recognizing the Power of Potential:

1. A-player employees possess a unique blend of skills, adaptability, and growth mindset. By evaluating candidates based on their potential to excel and learn, organizations can identify individuals who have the capacity to make significant contributions and drive innovation. Looking beyond a resume allows you to uncover hidden talents and identify candidates who may have the potential to thrive in roles they have not yet experienced.

Assessing Drive and Motivation:

1. Drive and motivation are powerful indicators of success. By assessing candidates’ intrinsic motivation, passion for their work, and dedication to personal growth, organizations can identify individuals who possess the drive to go above and beyond. A-player employees are self-motivated, consistently seek challenges, and exhibit a relentless pursuit of excellence. These qualities can greatly enhance team dynamics and drive organizational success.

Evaluating Values Alignment:

1. Cultural fit and shared values are essential for fostering a cohesive and productive work environment. Instead of solely focusing on technical skills, organizations can prioritize value alignment during the recruitment process. Identifying candidates whose values align with the organization’s mission and culture fosters a sense of belonging and enhances employee engagement. A-player employees who are aligned with the organization’s values are more likely to exhibit loyalty, dedication, and long-term commitment.

Benefits of Hiring A-Player Employees:

1. a) Enhanced Performance and Productivity:

A-player employees consistently perform at high levels and strive for excellence. By recruiting individuals based on their potential, drive, and values, organizations can create a team of top performers who inspire and challenge each other. The collective drive for success propels the organization to achieve higher levels of productivity and surpass industry benchmarks.

1. b) Improved Innovation and Problem-Solving:

A-player employees often possess a natural inclination towards innovation and creative problem-solving. Their ability to think critically, take calculated risks, and challenge the status quo can drive organizational innovation and lead to breakthrough solutions. By recruiting individuals who exhibit these qualities, organizations can foster a culture of innovation that propels them ahead of their competitors.

1. c) Positive Team Dynamics and Collaboration:

A-players tend to have strong interpersonal skills and thrive in collaborative environments. Their presence within a team inspires and motivates others, creating a positive ripple effect on team dynamics. By hiring individuals with exceptional potential, drive, and values, organizations can cultivate a culture of collaboration, trust, and mutual support, leading to increased teamwork and synergy.

1. d) Long-Term Growth and Success:

Investing in A-player employees pays off in the long run. These individuals are driven to continually improve, develop their skills, and take on greater responsibilities. By nurturing and retaining top talent, organizations can ensure a pipeline of future leaders who drive sustainable growth and contribute to long-term success.

Recruiting A-player employees based on their potential, drive, and values is a paradigm shift from traditional resume-centric tactics. Now go forth and build your A-Team! (Insert A team photo)

As always, I am wishing you tremendous health and wealth.

-Mike