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Why “A” Players are Essential for your Success as a CEO

Why “A” Players are Essential for your Success as a CEO

Do You Have “A” Players in Key Positions?

Achievement of aggressive company objectives depends on the solid performance of key leaders who are uniquely capable of producing essential results.

Recent studies have shown that employers are developing new executive profiles as they select people to lead their company, especially in early stage and rapid growth organizations.

These critical factors will differentiate fair-to-mediocre prospects from “A” Players – top performers who always contribute to bottom line:

• Initiative: Can the individual go above and beyond standard job expectations? As organizations do more with less, they depend on managers to add value, and seek opportunities for improvement. The more an individual can do on his/her own, the greater the value to the employer.

• Drive: The desire to excel. Top performers do a good job on their own because they want to, not because someone is watching or forcing their behavior. In today’s self-directed workplace, this skill is crucial.

• Leadership: People who can empower, inspire, coach and teach are in demand. Employers seek leaders who motivate people to improve job performance, challenge people to solve their own problems, and communicate clearly about company and individual goals.

• Flexibility: Professionals must be able to switch gears, in order to adapt to rapid change within the company, while performing a wider array of tasks.

• Problem-Solving: Quickly, creatively and decisively driving toward solutions on critical issues equates to making and/or saving money.

• Teamwork: Interpersonal skills have a great impact on job success. The ability to support and work with others is critical. A true team player facilitates even better performance from his/her peers.

• Job-Fit: Providing challenging assignments appropriate to an individuals skills and abilities helps ensure success. Assess the candidate’s past performance to predict future performance, and determine if character and personality fit the company culture and needs of the job. Don’t put square pegs in round holes. Don’t believe everything you hear. Verify!

• Motivation: Why does this person want this particular job? Make sure individual beliefs, needs and wants are aligned with what the position has to offer. Highly motivated people will outperform bored or unhappy people every time.

BOYLE OGATA BREGMAN’S Performance-Based Search System finds “A” players every time! Call or send us an email for more information.