The All Aboard Newsletter

Hey everybody, and welcome back to another edition of the All Aboard Weekly Newsletter.

Today, I want to address something that never ceases to make me roll my eyes when I hear it.

Its the advice that leaders should “only hire A-Players.”

Its the type of thing people say on social media. It works great as a soundbite, but ultimately, I think it is bad advice when it comes to building a team.

And those influencers that say it?

I can guaren-damn-tee if we audited their organization, they would have a ton of people they wouldn’t consider to be an “A-Player.”

So, if this triggers you, great—I hope I can change your mind. If you agree, well, hopefully I can reinforce your position. Let’s dive in.

The Myth of Hiring “Only A-Players”

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Why Hiring Only A Players is Bad Advice

Steve Jobs even has a famously said:

“A players hire A players, B players hire C players, and before you know it, your organization is filled with F-Players.”

Or something like that.

Basically the idea is that if you don’t hire A-Players, then you’re on this slippery slope to mediocrity and failure.

I call bullshit.

I do think that leadership should be full of the best and brightest people you have, and that if your leadership team is a bunch of B, C, and D players, then yea, your organization is probably going to suffer.

But I think two things are true:

1.) There is always a room for role players who don’t light up the scoreboard.

2.) A-Players are developed, not hired (usually).

The Problems with Only Hiring A Players

The biggest problem with this mindset is that it begs the question:

“What does being an A-Player even mean?”

When I ask people to define it, I get a myriad of responses. And when I press them on whether this characteristic, or that characteristic defines an A-player, they usually adjust their response.

The point is that people are unclear and more open to what makes someone a valuable contributor than they might initially think.

Its too hard to define what makes someone great. Everyone is different, and greatness comes in a lot of different forms.

But lets say you do feel confident in your definition of an A-Player. Can you find people to hire that fit that mold? If so, are you willing to pay them the amount of money they’ll desire?

Probably not.

So often times that means that we need to develop them. That takes time, effort, money, and resources.

The Reality: Building a Team

There is a fallacy out there, that if you just gather the smartest most talented people, and put them in a room together, they’ll figure any problem out. The issue is that we know this isn’t true.

Ever heard the term “too many cooks in the kitchen?”

Smart and talented people working together can be a beautiful thing. It can also be an ugly ego-driven affair. Instead, you should optimize for how people work as a team.

That means sometimes you won’t have someone that fits the traditional “star” mold.

I’m a firm believe that people who can contribute as role players, or are consistent and reliable add a TON of value to an organization.

One of my favorite examples of this is NBA player Shane Battier.

If you’re not an NBA fan, you might not know him.

But he wasn’t a traditional A player. He was the “no-stat all-star,” never really making the highlight reel. But his understanding of the game and his ability to improve the performance of others was irreplaceable.

Teams that had him— The Miami Heat (with the big 3) in particular—got better because of his intelligence, strategy, and leadership, even though he didn’t put up huge numbers.

He was a catalyst that elevated and enhanced the abilities of others.

So was he an A-Player?

I think many would argue he was a B-Player. And that is precisely my point.

When players come out of college and go to the pros, are they A-Players? Hell no, they might be C-Players.

You gotta develop them!

There is a spot for all types of people. The key is to focus on how the team gels together and how they enhance each others skills, and shore up each other’s weaknesses.

Fit > Star Power

We’ve all had team members who weren’t top sellers, but they were rock-solid, consistent, and always reliable. They showed up, did the work, and helped everyone around them be better.

The most important thing when building your team is fit.

One of my favorite leaders to study is John Wooden, the legendary basketball coach at UCLA who won 10 National Championships. He said:

“A player who makes the team better is better than a great player.”

I think most of us would agree.

A players are important, but so are B and C players. Building a strong team involves developing everyone’s potential. You might not have an A player for every position, and that’s okay. The key is finding how each individual person adds value to the whole.

I’ve had a number of these role players over the years and if you have someone that works hard, fits the culture, and is open to coaching, then its on you as a leader if you can’t find a way for them to add value.

At the end of the day, it’s all about building a cohesive team that works well together, whether they’re A players, B players, or C players with potential. You want to surround yourself with people who are committed, work well together, and continuously strive to improve.

Look at your organization.

If someone isn’t an “A-Player” - Do they make the rest of the team better? Do they have potential and coachability?

If the answer is no, maybe its time to move on.

If the answer is yes, then don’t stress it and invest in them!

If you need help getting your team in shape, whether it’s training, strategy, or leadership advice, you know where to find me. I’m always happy to help.

Thanks for reading, and until next week, keep building your team!

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