How To Motivate A-Players

A-Players rock. We all know it, even a few of them do too. Here’s the problem – they rarely get feedback that isn’t glowing. We recently interviewed a great coach we will call Lauren. She told us that she had started giving feedback to her A-Players about how they could improve. She was nervous this would demotivate them. Guess what?  She was wrong.

The A-Player loved it. Of course they wanted to improve their impact! They thrived on excellence and achievement. Lauren gave her A-Player a gift…areas in which they could do even better.

A-Players Are People Too

Coach Lauren learned that her own fears and hang-ups were preventing her from speaking her mind for years. Her A-players are not prima donnas who want only be admired – they’re real, they have soft spots, they want to learn.

Bottom Line? Challenge & drive for impact are what makes A-Players tick.  Speak openly and honestly with them. Give them your feedback and then get out of the way!

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Please Do :

• Challenge them. Challenge them. Challenge them.

• Remember A-Players are not perfect, they need critical feedback just like all of us.

• Get their input on the challenges that matter to them.

• Ask them where they think they need help.

• Let them know how much you appreciate their work – it means a lot because they do a lot.

Please Don’t:

• Treat them like a critique would demotivate them.

• Make the mistake of under challenging them. If you’re concerned, just ask.

• Load them up with work that other people should be doing. They will resent it.

• Let C-Players persist in creating a need for A-Players to be overworked. Take care of C-Players. Raise them or…

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Quick Wins

• Work with them on formulating a new challenge.

• Select a soft spot and give them honest feedback.

• Get their input on what impacts they would like to make.

• Use the tips and phraseology. They work.

• Celebrate success. It matters!

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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 want to talk to you about some new challenges I see for you. I’d like to talk through where you might struggle as you take this on and ask how I could help.”

“It’s tough to give you feedback because you are always so good. As your coach, I want to provide a few areas where I feel you can maximize your impact and then get your reaction.”

“It’s important for me to be at my best for you. To do that, I’d like to hear from you on areas where you feel you can improve and how I can help you succeed.”