Managing The B Players

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www.smrhrgroup www.smrhrgroup .com .com R. Palan Ph.D. 1

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Transcript of Managing The B Players

Page 1: Managing The B Players

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R. Palan Ph.D.

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Programme

1. Defining Talent2. Who are the B Players?3. Who are the STARS4. Growing B players5. Talent Portability6. Talent Management applications

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1. Defining Talent

Talent Management focuses on the identification, assessment, development and movement of internal talent not necessarily acquisition of talent alone..

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2. Who are the B players?

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The Case for B Players

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The Argument

Don't forget the B players Is not about being against STARS or A players but is about seeking the engagement of B players who are the heart

and soul of your organisation – the anchors.

The goal is not to take them for granted or ignore

them but mentor and nurture them.

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The Law of Human Nature● Stars - Minority - A players - Top

10%

● Anchors- Majority - B players - Middle 80%

● Laggards - Minority - C players - Bottom 10%

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Anchors

Laggards

STARS

10%

80%10%

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B Players

• Are not C players – the laggards• Anchors – add depth to an organisation• Experts in what they DO• Maybe Less ambitious• Great Work: Life balance• Do not call attention to themselves

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B Players

• Supporting actors who make the STARS look good.

• Not creating a personal brand but reinforcing the organisational brand.

• Without attention, they will become contractual C players.

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3. Who are the STARS

• Defined as the top 10% or 5 % - depends who defines it.

• Twice as good as others• Create great value

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The STARS

• STAR Performance is a result of

– 30% Individual contribution

– 70% Organisational systems

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The War for STARS

• The Love for STAR – A players • Intense focus on recruiting & retaining

superior talent• STAR players are rewarded exceptionally well• Potential Versus Performance

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Risky business of Hiring STARS

• It isn't just about – People making organisations better – but

also organisations making people better

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The Risky business of hiring STARS

• Are you READY for them?

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4. Growing the B players

• Accept the differences

• Give the gift of time

• Hand out prizes

• Offer choices

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5. Is Talent portable?

• STARS are only successful if they move with teams and systems.

• They need the B players to create value

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6. Talent Management Applications

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Five elements

1. Recruitment and Talent acquisition2. Learning & Development3. Performance Management4. Workforce and Succession Planning5. Compensation Management

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Getting TM right

• Know the direction of the business• Know your talent• Mind the gap• Map your TM strategy

– Critical jobs– Where will talent come from– How will you measure and assess– How will you develop

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“ Less than 10% of strategies effectively formulated are

effectively executed” Fortune

“ In the majority of failures - we estimate 70% - the real

problem isn’t bad strategy. It’s bad execution”

Fortune

It’s all about Execution

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Thank You

[email protected] E news at www.smrhrgroup.com

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