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Whenever one takes the name of a big organisation or an M.N.C., the name, which pops up in our mind, is its chemistry CEO/M.D. etc. Like for example if one takes the name of wipro organic DRL instantaneously the names Azim Premji and Dr Anji Reddy pops up. But have we ever thought that are they the only one who has made the organization go such a long long way. No certainly not. Its not only the A- Players but also the whole team of B-Players that make an organization click. So, an equal level of emphasis should be paid to the B-Players also. Everyone does have an understandable fascination for the star performers but this fascination can lure one into the dangerous trap of underestimating the vital importance of the supporting actors i.e. the B-players. In a study of a collective data of 0 years of consultive research it is found that companies' long term perfomance - even survival - depends far more on the unsung commitment and contributions of their B-players. These capable , steady performers are the best supporting actors of the business world.The B- Players Like character actors , productive B- players tend to assume one of a limited number of distinct organizational types. So, an effort to classify these players can be taken as under - 1) Recovered a-players
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The most efficient B-players for a company are the ones who were leading A- players at one point of time in their life but have rejected the pressures of A- lifeand have made a conscious decision to drop off the fast track. These kind of persons are a steal for the company becausewith all their experiences as an A-player, they can again graduate uptothat level when the company is in crisis because they have breathed the rarefied air of A-level performance.they know how A-players maneuverand think,and they often continue to accomplish A-work but at their own terms. They can be vwry well compared to a pinch-hitter in a cricket match who can graduate themselves up to that level what the situation demands. )go-to persons- They are the managers whose functional skills are not of top level but they make up for this deficiency by having an extraordinary number of contacts and hence develop an extraordinary feel for the organization. They develop their network to such a degree that everyone consult them when they need to push something through the organization. They can be very well compared to the power brokers in a political field )truth-tellers these are the people who are experts only in their field of work and hence have a limitewd but key role in the organization.Since these persons are more interested in their work rather than in their career, they never minbce their words in asking aggressive questions. They can be great assets for a company when the company's A-player is playing a foul game.These are the individuals with an almost religious zeal for honesty and reality in their interaction towards the organization. 4)middling All the other remaining B-players are characterized as middlers. They are lowest level of B-players. Generally don't take risks and are not entrepreneurs. They have a feel of accomplishment if the company is running like a well oiled machine. Nevertheless, middling B-players are important. They come closest to being the company's apostles in that they are motivated by the service they can render for the good of the organization. Temperament and characteristics of a b-player§ AchievementAchievement is a complicated blend of intelligence, motivation and personality. One can have a second class mind but a first class temperament. Studies have confirmed that A and B players differ atleast as much in temperament as in intelligence.Its not that B-players are less intelligent than A-players but the major difference lies in the temperament which can be characterized accordingly.§ Dislike publicityB-players never want to hog the limelight by always getting upon the CEO. The saying goes true here that since they never squeak, they never get greased.Hence the easiest way to locate the B- players is to make a list of those people who make fewest demand on CEO's time.§ Work- life balanceB-players value work life balance. They want to advance in life but not at all costs as a A-player does. B-players highly value the time spend with family and friends consequently they strive for advancement but not at the cost of his family. This attitude is again anathema to most A-players who relish new opportunities and battles.ADVANTAGES OF A B-PLAYER§ No job hopping Since B- plyers are not highly ambitious hence they are very loyll to the company so thr organization never faces the problems of job-hopping with these B-players where as this problem of job-hopping i is a continuos threat with the A-players. This inturn aalso fills the B-plyers with the sence of job-security§ RescuersBecause of their long presence, these B-players are quit familiar with the rough patches the company had passed through and how the company had survived then. Hence in times of crisis, B-players stability can be an organizations saving grace.§ AdaptableB-Players again by the virtue of their long prasence in the company knoew that change is inevitable and hence they are the most adaptable persons to any kind of re-structuring with in the organization.§ Considerate and EmpatheticA very important role of a B-player is that the bridge the gap between the newly appointed less experienced people and top management. Being more extrovert, more easily reachable they generate the level of motivation and enthusiasm their younger colliuegs much easily. Hence B-players enjoy a good reputation with theirs collogues because they don't enjoy that strict boss-employ kind of relationshipTeaching Methods Like every other individual B-players also need nurturing and recognition otherwise they begin to see themselves as C-players. They then disconnect themselves from the soul of the organization and start to look for jobs elsewhere. Leaders can do better by their B-performers in the following ways-§ Accept the differncLeaders must accept that everyone is not like minded. Since most of the A-players are highly motivated, they expect the same level of motivation and desire from everyone else and for this they tend to push the others hareder. Thus they indirectly disturb the work culture as a whole.§ Gift of time.Most of the time the CEO's are surrounded by those high performing persons who wants to climb the ladder of success very fast. Due to this the efficient B-player don't get enough time.Though the B-players never want to be in the limelight but still as a CEO one would surely love to be in close contacts with his highly efficient persons.§ Hand out prizesHanding out pizes is one
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