EFFECTIVE MANAGEMENT
EFFECTIVE MANAGEMENT
Top Grading Starts at the Top
By Joseph P . Truncale , Ph . D . Contributing Editor
Recently , the leadership team of a fast-growing client company expressed their frustration with employees who consistently underperform and fail to meet expectations . While there are also behavior issues , the primary concern centers on what the team described as a lackadaisical attitude and lack of focus on the job at hand . We did a series of “ Top Grading ” exercises ( an approach pioneered by Bradford Smart in his book by the same name ) and the team determined to begin their own effort to top grade their staff roster .
As with so many endeavors , Top Grading begins with a series of questions . The most fundamental are : What does Top Grading require of employees in your organization in both performance and behavior ? And what does this look like for each specific job function ?
While there is much more to the process ( it is intensely comprehensive and not for the faint of heart ), my experience has shown that
Topgrading by Brad and Geoff Smart
Hiring and retaining " A " employees is necessarry to build a strong team .
few if any businesses ever get around to articulating an answer to those two basic questions . This goes well beyond job specific skills ( ie : the job description ) and instead addresses the requirements for “ making and contributing in a meaningful , measurable way to the success of the enterprise ”. There are many layers to this but start with these two : Talent and teamwork .
Legendary basketball coach John Wooden was known for offering this three word answer whenever other coaches asked him for advice : “ Get good players !”. This was expanded upon by another coaching legend , Mike Krzyzewski , who offered that talent , while necessary is not sufficient . The second requirement and of equal importance is that the player must be a good teammate . Talent and teamwork ; or if you ’ d prefer , ability and attitude . Characteristics of “ A ” players .
The process of “ Top Grading ” any organization begins at the top , with the senior leadership team . Often , leaders believe they should start at other levels , with line and staff employees . Not the best approach . Until and unless the organization is populated with “ A ” players on the senior team , the process will likely be met with frustration and failure .
From there , the next step is to analyze and assess team members at the management / supervisory level . Remember , “ B ” players tend not to hire “ A ” players . Starting at the top of the organizational pyramid and working downward will likely bring the best results . And as with so many initiatives , unless this has the full commitment of C-Suite executives , including the CEO , it is not likely to take hold .
What constitutes an “ A ” player for your organization ? When considering your current line-up , how many “ A ” players ( and “ B and “ C ” players ) are on your roster ? When it ’ s time to hire , what does your process look like , and will it give you the best chance to land the kind of talent and team-first members you ’ re looking for ? Unless you know the specifics of what you ’ re looking for before you begin the search , you are almost certain to mis-fire .
For more information on getting the most out of your recruitment and retention efforts , contact me at joe @ ajstrategy . com .
Joseph P . Truncale , Ph . D ., CAE , is the Founder & Principal of Alexander Joseph Associates , a privately held consultancy specializing in executive business advisory services .
He is the former CEO of the Public Relations Society of America ( PRSA ), the world ’ s largest public relations organization . Prior to joining PRSA , Joe was President & CEO of NAPL , a business management association representing leading companies in the printing , graphic communications , mailing , fulfillment and marketing services industry .
Joe specializes in strategy , customer analysis and organizational effectiveness .
He is a graduate of Monmouth University and he holds a Masters ’ Degree from Rutgers University . In 2011 , he earned his Ph . D . in Media , Culture and Communications at New York University and was the recipient of the Prism Award for Academic Achievement . His dissertation was a ground-breaking study of the leadership styles of highly successful entrepreneurial business executives in the graphic communications industry .
Joe served as Co-Chair of the New York University Board of Advisors and is an adjunct faculty member at NYU teaching graduate courses in Executive Leadership , Financial Management and Analysis , Finance for Marketing Decisions , and Leadership : The C Suite Perspective . He resides in Colts Neck , NJ .
Photo : Getty Images / iStockphoto / Paolo Cordoni
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