Engaging “B” Players

B-Players are where it’s at! They’re solid performers, making up the bulk of any good company. If, as a leader you want to make a real impact, coaching B-Players is where it’s at.


3 Big Things!

B-Players matter more than most of us realize. Here’s how to ensure they thrive:

  • Performance. As a manager, you’re on the hook for coaching your solid performers to improve year after year. A-Players might do it on their own, but B-Players need you.

  • Engagement. You have to keep them engaged! At it’s core, this means you have to both challenge and support them.

  • Retention. A & C Players get the most attention from most managers. Acknowledge their impact! Solid performers often start to wonder if they’re even valued, a recipe for losing the people you count on.


Please Do :

  • Pay attention to B-Players – they’ve earned it!

  • Keep them engaged by challenging and helping them grow.

  • Give B-Players the constructive feedback they need to learn, change & perform.

  • Remind them how their impact links to the strategy and success of the company.

  • Use them to reality check grand ambitions. B-Players have insights that A-Players may not.

Please Don’t:

  • Fall into the trap of focusing primarily on A & C Players.

  • Lose your B-Players to competitors because you don’t pay attention to their good work.

  • Assume once a B-Player, always a B-Player.

  • Think they are “less than” A-Players in intelligence or ability.

  • Believe they are not ambitious. B-Players often want to achieve, but not at all costs. Work-life balance matters to them.


Quick Wins

  • Identify 1 or 2 performance gaps and challenge B-Players to close them.

  • Jointly select a development opportunity that matters to them and the company.

  • Use the tips and phraseology. They work.

  • Celebrate success – it matters!


Example Phrases:

Finding the right words in the moment can be hard. Here are some that work. Practice first, then make them your own.

“I believe that I’ve identified a couple areas where you can make a bigger impact. It would make a real difference for the team and I want to share them with you and get your thoughts.”

“I can always count on you so this is hard for me to say. I want to walk you through a couple of performance gaps I have noticed and get your reaction.”

”You consistently produce good work and I appreciate it. Part of my role as a coach is to ensure that this continues. For that to happen, I’m always looking at ways to help you grow and improve. I’d like to share some of my ideas on this and hear yours too. My hope is that we can come up with some things that matter to both of us and keep you growing.”

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How To Motivate A-Players

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Creating a Defensive-Free Workplace 🤝