Why Do We Need “A” Players?

To build an empire, CEOs need more than just people. They need the right set of individuals who can turn the business around. But, who are these individuals? The world calls them A Players! 

I’ve had a lifelong fascination with figuring out how the business tycoons beef up their entire hierarchy. Unlikely, it turns out that instead of simply filling up the workstation space with new hires, these leaders seek out for “A Players.” A distinctive quality of these professionals is that they become assets for the firm remarkably quickly once they join. After observing this admirable practice, I got enough ideas on how Ergode’s hierarchy can be structured. It was immediately apparent that an e-commerce firm cannot run without savvy A Players. Therefore, in the preliminary stages of the firm, I gave this thought some serious consideration. 

I was all ears when Steve Jobs said, “A Players attract A Players.” He was a believer in “making every new hire count.” Following the same motto, I planted a new vision and hired some of the best pro Players in the e-commerce industry. Though it sounds easy, it is far more challenging to spot an employee like this. 

So, what does an A player look like?

The Character Sketch

Many of us interview candidates who blow the socks off, but fail to recognize what an A player is like! In my vivid imagination, I always thought of an A player to be with a different mindset, and that’s exactly how it is. A player puts unwavering faith in the firm’s potential. While most people scan challenges and loopholes in the missions, A Players seek opportunities. They enter the firm striving to excel in every task through their mental strength and out-of-the-box thinking. In the process of screening such candidates, I look for individuals with the best logical abilities.

Reason: If A Players see things pointed south, they are the ones to come up with the best pragmatic and non-compromising solutions. Such individuals hardly rely on talent or fortune, and never wait for the situation to turn around. 

These players have a strong emotional intelligence rooted in them. An empathetically wise player has an abundance of both compassion and intelligence. These employees come up with some best conversations with their teams and colleagues. In times when the workspace remains messed up, such traits foster engagement and culture within the firm. Often, A Players with high emotional intelligence prove to be great leaders. Their intellect, interaction, and confidence in the company make them loyal team players. 

The people I spotted earlier during the initial stages of the firm are still with me even after 15 years. These members go the extra mile and become trustable whistleblowers. They admire the firm sheerly because they associate themselves with the vision. In case of any fraudulent practice happening in the organization, they’ll be the first ones to stop and report it. As I see it, “A Players” are nothing less than architects who are equipped with technical skills and are firm believers in the work they do. The way an architect maps out excellent reprography through his sharp technical skills, in a similar way, an A Player constructs ways to winover through their intellect and directs a firm towards it. 

To run a global firm, these are the traits I looked at.

The Purpose of Getting A Players

Businesses fail left and right, but one decision can turn the tide. While most CEOs view employment as a quarterly process, I see it as an opportunity to bring on someone who matches my ideals or even exceeds them. With my 20 years of expertise and exposure in e-commerce, I have worked and supervised many top performers. Here’s what I know : These performers can pull any company out of dire straits. Whether as a CFO or a brand manager, they go above and beyond the call of duty to make a difference. Unfortunately, most CEOs realize late in the game that A Players are worth their investment. 

Having a top-notch product or service without the talent to work for them is a costly waste. Plus, it will never keep a firm ahead of the competition. In order to stay ahead, a firm must hire the right people who align with its core values. This is precisely what you will find in A Players, deep down, they firmly believe in what the company aspires to achieve and direct their actions accordingly. It is not only in their professional lives that they inherit the core values of their firm but also in their personal lives. At some point, they become true advocates of the business. The A Players strongly know how to market and position their firm in front of others.

Do they get any additional monetary benefit out of it?

No, they earn roughly the same as any other member as their peers. But they enter the firm with a perspective. Due to such employees, the brand value of a firm increases. They are so good at what they do because they hold a high sense of ethics, morality, and commitment. Employees who strongly commit to the company tend to stay. Due to the intense devotion, management hardly needs to implement engagement strategies to keep them involved. In my view, A Players are the main assets who help maintain a firm’s profitability. While most of the employees increase the churn rate, these Players are known to elevate the retention rate and increase productivity. 

With such top performers, a company gains a competitive advantage. They have the innate ability to sense the future opportunity or imminent threat and prepare adequately. I call it “vision.” A Players are visionary and have the ability to move quickly. These Players “do not” negotiate over their vision and with the possible ways to achieve it. In turn, this reduces the need for motivating leaders. As workers, they take accountability for work and strive to make modest improvements to the overall organization. I found the environment to become more flourishing when any of them took on the role of a team leader. Under their leadership, I witnessed every individual taking a proactive approach and developing a vision. When such a commander exists, every employee inevitably becomes an A player.

What Others Don’t Discuss

A great deal of maintenance comes with countless upsides. There has been plenty written about A Players or “ideal employees,” however, people seldom talk about how to deal with them. I have had a smooth experience working with the A-Players because I relied on one theory.

“Too many chefs spoil the meal.” Here the statement is fairly accurate. Since all Players bring passionate personalities, strong opinions, and a never-compromise attitude, ego clashes are the most common. Nevertheless, if authorities are delegated responsibly, nothing would be better than seeing these Players perform together. Furthermore, a CEO or team leader who works with these Players needs to enhance their leadership quotient. As these individuals thrive faster, they expect others to keep pace with them. Their efforts make them set their heart on constant attention from their leaders, especially in the form of praise. 

Hence, if leaders effectively engage these players, very soon, the entire organization starts developing an A Player’s traits. I believe that the attributes of an A player are contagious and have the power to change things for good. Aside from influencing their peers, these players can accomplish something that a CEO or VP cannot! They can instill a “Player Culture” throughout the organization. This culture makes people crave work and accomplishment. Targets are set and beaten daily with skills and intellect. To make this possible, all it would take is a commitment from business leaders to help these emerging talent pools thrive.