Talent Wins – Performance Shows

Do you know if you or your company is positioned for success?

Are you at an “A,” “B,” or a “C,” level?


“A” players manage their careers.

They will change companies until they are in an “A” company. Company size is often not the criteria for success – talent, properly employed IS.

“A” players know that companies that pack their teams with the most “A” players at every level Win!

“A” players want to play on “A” teams.

“A” players are the top 10% level of performers in every company, at their respective job and pay levels.

“A” players make things happen. “B” players watch things happen. “C” players wonder what happened.

“A” players are known in their industries. They will not put their jobs at risk by broadcasting their resumes.




“A” (& “B+”) Companies:

Look for top talent.  They provide an environment that both challenges that talent and supports its growth at every level.

“A” companies sell opportunity and make decisions.

“B” and “C” companies interrogate candidates.

Competitively reward “A” players for their performance and invest in training “B+” players up.

Recognize that talent without performance has no value, but talent without a place to perform only produces frustration or  complacency.

This is the primary reason that “A” players do not stay in “B” companies or join “C” companies -and “A” companies know it.

“A” players know that they cannot self-actualize in “B” companies unless they have been hired with the mandate to help move the “B” company into an “A”  position – and top management is in full support of the transition.

“B” Companies:

Look for talent, but are often unwilling to pay for it.

They find it difficult to attract top talent because they are unable to accept and act on the cost / value proposition. Therefore, they employ mostly “B” and “C” players.

Have no specific plan to employ, challenge and reward “A” players.

Instead, they hire only when they need to fill a position and try to attract the best person they can for the price they are willing to pay.

Are followers.  They follow rather than lead their markets, avoid change, are slow to make decisions and tend to make them based on internal politics.

“Because that’s the way we have always done it” is a typical response to a new idea.

“A” players avoid “B” companies. If they find themselves working in a “B” company, they change.

“A” players who stay in “B” companies become “B” players.

“C” Companies:

Can’t attract top talent.  They are mired in bureaucracy, focused on survival and maintaining the status-quo.

Employ the greatest number of “C” players of any company in their industry sectors.

[Special thanks to my colleague, Jack Bourque, President of Wireless Careers (wirelesscareers.com), for the content of this post]

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