By Randy Samsel
In a recent email from Brad Smart, author of TopGrading Methodology, he defined character traits of A players vs. C players. Here are some of the comparisons:
Sample A Player vs. C Player Patterns A Player C Player
Employer, Location, Date Stable Work History Job hopper
Title Job progression Lack of progression
Compensation Progressively increasing Unimpressively increasing
Expectations for the job Challenge and opportunity "Just a job"
Responsibilities and accountabilities Increasing Static or decreasing
What was "found" when entered job Obstacles that can be overcome Insurmountable obstacles
Accomplishments Impressive Unimpressive
Mistakes Few and learned from them Many and didn't learn
Most enjoyable aspects of job A lot Very little
Least enjoyable aspects of job Not much A lot
Talent Improved it Did not improve it
Supervisor Willing to arrange reference call Not willing
Supervisor's strengths/shortcomings Respects most bosses Problems with most bosses
Supervisor's appraisal of candidate Very positive Not very positive
Other decisions/relationships Impressive Not impressive
Reasons for leaving Their initiative Nudged out
If you do a self evaluation which side of the ledger will you lean toward? If toward A player, you will always be in demand as a premium talent. If toward a C player? Well, it is not too late. You can still change your behaviors to become an A player. Set goals and milestones, change your attitude, take on new responsibilities and start making a positive difference in your organization.
The best career insurance you can have is to make yourself an A player. The benefits to your career and to your organization will also be remarkable.
