Stop Tolerating Mediocre Church Staff

So, let me guess. If you're leading So, let me guess. If you're leading people, what's really keeping you up at people, what's really keeping you up at people, what's really keeping you up at night isn't your strategy. It's not your night isn't your strategy. It's not your night isn't your strategy. It's not your finances. It's your team issues, right? finances. It's your team issues, right? finances. It's your team issues, right? I talked to so many leaders who struggle I talked to so many leaders who struggle I talked to so many leaders who struggle with their staff, and I've been there. with their staff, and I've been there. with their staff, and I've been there. You know, maybe you got a super nice You know, maybe you got a super nice You know, maybe you got a super nice person on your team. Everybody loves person on your team. Everybody loves person on your team. Everybody loves her, but she just can't seem to deliver her, but she just can't seem to deliver her, but she just can't seem to deliver results when it matters. or you've got a results when it matters. or you've got a results when it matters. or you've got a chronically late 20 yearear-old chronically late 20 yearear-old chronically late 20 yearear-old something who always has some elaborate something who always has some elaborate something who always has some elaborate story about why he can't get there on story about why he can't get there on story about why he can't get there on time. Or you've inherited a veteran time. Or you've inherited a veteran time. Or you've inherited a veteran leader who was great a decade ago, but leader who was great a decade ago, but leader who was great a decade ago, but now he seems like he's just going to now he seems like he's just going to now he seems like he's just going to coast and he'd rather collect a paycheck coast and he'd rather collect a paycheck coast and he'd rather collect a paycheck than contribute. And then there's the than contribute. And then there's the than contribute. And then there's the person who needs to be pushed, right? person who needs to be pushed, right? person who needs to be pushed, right? Every time you're like, "You got to get Every time you're like, "You got to get Every time you're like, "You got to get this done. You got to get this done." this done. You got to get this done." this done. You got to get this done." They don't get it done. Otherwise, if They don't get it done. Otherwise, if They don't get it done. Otherwise, if you don't push them, they don't do much. you don't push them, they don't do much. you don't push them, they don't do much. Or I got one more scenario for you. See Or I got one more scenario for you. See Or I got one more scenario for you. See if you can relate. Maybe you're dealing if you can relate. Maybe you're dealing if you can relate. Maybe you're dealing with that longtime staffer everybody with that longtime staffer everybody with that longtime staffer everybody adores, but they just cannot keep up adores, but they just cannot keep up adores, but they just cannot keep up with where we're at. They're like, "Ai, with where we're at. They're like, "Ai, with where we're at. They're like, "Ai, what is that? They don't know, right?"

what is that? They don't know, right?" what is that? They don't know, right?" If you're nodding along right now, stick If you're nodding along right now, stick If you're nodding along right now, stick around. I'm going to break down why a around. I'm going to break down why a around. I'm going to break down why a players matter so much, how to spot players matter so much, how to spot players matter so much, how to spot them, and most importantly, how to build them, and most importantly, how to build them, and most importantly, how to build a culture that attracts and keeps a culture that attracts and keeps a culture that attracts and keeps [Music] [Music] [Music] them. A players versus B players. I want them. A players versus B players. I want them. A players versus B players. I want to help you spot the difference. Now, I to help you spot the difference. Now, I to help you spot the difference. Now, I have had personal have had personal have had personal experiences leading teams with A experiences leading teams with A experiences leading teams with A players, B players, and C players. I'm players, B players, and C players. I'm players, B players, and C players. I'm going to define those in a minute. Okay, going to define those in a minute. Okay, going to define those in a minute. Okay, we're not going to worry about C players we're not going to worry about C players we're not going to worry about C players cuz basically you don't keep them around cuz basically you don't keep them around cuz basically you don't keep them around anyway. If somebody's really terrible at anyway. If somebody's really terrible at anyway. If somebody's really terrible at something, you probably got rid of them. something, you probably got rid of them. something, you probably got rid of them. But the hardest thing to differentiate But the hardest thing to differentiate But the hardest thing to differentiate is the difference between A players and is the difference between A players and is the difference between A players and B players. So why A players? Well, to B players. So why A players? Well, to B players. So why A players? Well, to quote Netflix culture, I'm going to be quote Netflix culture, I'm going to be quote Netflix culture, I'm going to be borrowing a lot of ideas from Netflix borrowing a lot of ideas from Netflix borrowing a lot of ideas from Netflix culture. A great workplace is stunning culture. A great workplace is stunning culture. A great workplace is stunning colleagues. Okay, did you know for colleagues. Okay, did you know for colleagues. Okay, did you know for example that A players can be up to 10 example that A players can be up to 10 example that A players can be up to 10 times more productive than average times more productive than average times more productive than average performers? And you're like really?

performers? And you're like really? performers? And you're like really? Okay, think about this. Maybe you worked Okay, think about this. Maybe you worked Okay, think about this. Maybe you worked in a company or a church or maybe you've in a company or a church or maybe you've in a company or a church or maybe you've got somebody like this now and you know got somebody like this now and you know got somebody like this now and you know if they left you would have to hire if they left you would have to hire if they left you would have to hire three people to replace them. Chances three people to replace them. Chances three people to replace them. Chances are you've got an A player. Okay. Yeah. are you've got an A player. Okay. Yeah. are you've got an A player. Okay. Yeah. And Netflix would say in the engineering And Netflix would say in the engineering And Netflix would say in the engineering world they can be 10x more productive world they can be 10x more productive world they can be 10x more productive than the average performers. That is not than the average performers. That is not than the average performers. That is not a typo or a missspeak. So their a typo or a missspeak. So their a typo or a missspeak. So their philosophy is simply this at Netflix. A philosophy is simply this at Netflix. A philosophy is simply this at Netflix. A smaller team of exceptional talent will smaller team of exceptional talent will smaller team of exceptional talent will absolutely smoke a larger team of absolutely smoke a larger team of absolutely smoke a larger team of average performers every single time. So average performers every single time. So average performers every single time. So question becomes, what difference do a question becomes, what difference do a question becomes, what difference do a players make to you? Well, let me players make to you? Well, let me players make to you? Well, let me explain. cuz I've worked with A players explain. cuz I've worked with A players explain. cuz I've worked with A players and I I can tell you if you've got a and I I can tell you if you've got a and I I can tell you if you've got a team full of A players, you're going to team full of A players, you're going to team full of A players, you're going to spend way less time managing and more spend way less time managing and more spend way less time managing and more time actually leading. In fact, if you time actually leading. In fact, if you time actually leading. In fact, if you got real A players, they're probably got real A players, they're probably got real A players, they're probably going to start leading you. Second going to start leading you. Second going to start leading you. Second thing, problems get solved before you're thing, problems get solved before you're thing, problems get solved before you're even aware of them. You didn't even know even aware of them. You didn't even know even aware of them. You didn't even know that there was a problem over in this that there was a problem over in this that there was a problem over in this department already solved. You find out department already solved. You find out department already solved. You find out about the solution. Third thing A about the solution. Third thing A about the solution. Third thing A players bring is innovation happens players bring is innovation happens players bring is innovation happens naturally because A players naturally naturally because A players naturally naturally because A players naturally get bored with the status quo. So get bored with the status quo. So get bored with the status quo. So they're always going to be like, "Hey, they're always going to be like, "Hey, they're always going to be like, "Hey, why don't we try it this way?" And often why don't we try it this way?" And often why don't we try it this way?" And often this way works. This is one of my this way works. This is one of my this way works. This is one of my favorite things about a players or favorite things about a players or favorite things about a players or thing. You don't have to motivate them, thing. You don't have to motivate them, thing. You don't have to motivate them, okay? They drive themselves. You don't okay? They drive themselves. You don't okay? They drive themselves. You don't have to remind them, you know, we work have to remind them, you know, we work have to remind them, you know, we work Fridays. You don't have to say that, Fridays. You don't have to say that, Fridays. You don't have to say that, okay? They're just going to do it. And

okay? They're just going to do it. And okay? They're just going to do it. And your best people end up staying because your best people end up staying because your best people end up staying because they love working with stellar they love working with stellar they love working with stellar colleagues. So you can trust them to colleagues. So you can trust them to colleagues. So you can trust them to lead the mission forward. A players, I lead the mission forward. A players, I lead the mission forward. A players, I want to summarize this for you. They want to summarize this for you. They want to summarize this for you. They don't just meet expectations. They don't just meet expectations. They don't just meet expectations. They consistently blow past them. They come consistently blow past them. They come consistently blow past them. They come to you when they knock on your door. to you when they knock on your door. to you when they knock on your door. They come to you with solutions, not They come to you with solutions, not They come to you with solutions, not problems. Another thing they do, they problems. Another thing they do, they problems. Another thing they do, they take ownership without being asked. Uh, take ownership without being asked. Uh, take ownership without being asked. Uh, another thing I've seen a players do is another thing I've seen a players do is another thing I've seen a players do is they elevate everyone around them. In they elevate everyone around them. In they elevate everyone around them. In other words, when you're around a very other words, when you're around a very other words, when you're around a very inspiring leader, what do they do? They inspiring leader, what do they do? They inspiring leader, what do they do? They inspire others. They see that I think inspire others. They see that I think inspire others. They see that I think you've got that potential in you. You you've got that potential in you. You you've got that potential in you. You could you could do that. You you could could you could do that. You you could could you could do that. You you could totally lead this way. So, research totally lead this way. So, research totally lead this way. So, research actually shows that A players call out actually shows that A players call out actually shows that A players call out the best in others. You know what B the best in others. You know what B the best in others. You know what B players do? They can bring out the players do? They can bring out the players do? They can bring out the worst. cuz you got someone who's always worst. cuz you got someone who's always worst. cuz you got someone who's always gossiping or always complaining. And gossiping or always complaining. And gossiping or always complaining. And then you know what? If I'm around then you know what? If I'm around then you know what? If I'm around gossipy people, it is easier for me to gossipy people, it is easier for me to gossipy people, it is easier for me to gossip even though I hate gossip. If I gossip even though I hate gossip. If I gossip even though I hate gossip. If I have people who are kind of dragging have people who are kind of dragging have people who are kind of dragging their knuckles and leaving early, it's their knuckles and leaving early, it's their knuckles and leaving early, it's easier for me to do that or I just get easier for me to do that or I just get easier for me to do that or I just get really frustrated. Right? A players are really frustrated. Right? A players are really frustrated. Right? A players are always growing and learning. And here's always growing and learning. And here's always growing and learning. And here's another cool fact about A players. Are another cool fact about A players. Are another cool fact about A players. Are you getting the picture now? Cuz I think you getting the picture now? Cuz I think you getting the picture now? Cuz I think you're you're starting to understand you're you're starting to understand you're you're starting to understand what characterizes an A what characterizes an A what characterizes an A player. They actually get energized by player. They actually get energized by player. They actually get energized by obstacles. If you give them a problem, obstacles. If you give them a problem, obstacles. If you give them a problem, they're like, "Huh, okay, I'm I'm on they're like, "Huh, okay, I'm I'm on they're like, "Huh, okay, I'm I'm on that. I'm going to research that. I like that. I'm going to research that. I like that. I'm going to research that. I like this is cool. Let's solve this." The this is cool. Let's solve this." The this is cool. Let's solve this." The other thing I love about them is they

other thing I love about them is they other thing I love about them is they come to you and they ask for feedback come to you and they ask for feedback come to you and they ask for feedback because they are obsessed with getting because they are obsessed with getting because they are obsessed with getting better. I love it when a team member, better. I love it when a team member, better. I love it when a team member, and I've had this before, comes up to me and I've had this before, comes up to me and I've had this before, comes up to me and says, "I've been here for 30 days. and says, "I've been here for 30 days. and says, "I've been here for 30 days. How am I doing?" All right. Then give How am I doing?" All right. Then give How am I doing?" All right. Then give them feedback. A lot of other people, if them feedback. A lot of other people, if them feedback. A lot of other people, if you have a C player, they live in fear you have a C player, they live in fear you have a C player, they live in fear of reviews. They live in fear of don't of reviews. They live in fear of don't of reviews. They live in fear of don't tell me how I'm doing. I don't want to tell me how I'm doing. I don't want to tell me how I'm doing. I don't want to find out I'm messing up. A players are find out I'm messing up. A players are find out I'm messing up. A players are totally different. Now, what about B totally different. Now, what about B totally different. Now, what about B players? Okay, you're getting a picture players? Okay, you're getting a picture players? Okay, you're getting a picture for A players, but what are the for A players, but what are the for A players, but what are the characteristics and the qualities of B characteristics and the qualities of B characteristics and the qualities of B players? Well, they meet the players? Well, they meet the players? Well, they meet the requirements, but they rarely exceed requirements, but they rarely exceed requirements, but they rarely exceed them. It's like, no, you're doing a good them. It's like, no, you're doing a good them. It's like, no, you're doing a good job, and that's it. Often, they'll need job, and that's it. Often, they'll need job, and that's it. Often, they'll need instructions to complete the task. instructions to complete the task. instructions to complete the task. Sorry, what did you mean by this? Sorry, what did you mean by this? Sorry, what did you mean by this? endless and even A players need endless and even A players need endless and even A players need qualifications sometimes, but on the qualifications sometimes, but on the qualifications sometimes, but on the regular they're going to need detailed regular they're going to need detailed regular they're going to need detailed instructions to complete the task. Um, instructions to complete the task. Um, instructions to complete the task. Um, often they need to be told what to do often they need to be told what to do often they need to be told what to do next. They don't have the initiative, so next. They don't have the initiative, so next. They don't have the initiative, so their work is quote finished and then their work is quote finished and then their work is quote finished and then they're like, you got anything else for they're like, you got anything else for they're like, you got anything else for me to do? And a player will never do me to do? And a player will never do me to do? And a player will never do that. And if they're bored, they'll come that. And if they're bored, they'll come that. And if they're bored, they'll come in and and say, you know, I ran out of in and and say, you know, I ran out of in and and say, you know, I ran out of things to do. So, I did this, that, and things to do. So, I did this, that, and things to do. So, I did this, that, and this other thing, and I fixed this. Now, this other thing, and I fixed this. Now, this other thing, and I fixed this. Now, what else you got? All right. So B what else you got? All right. So B what else you got? All right. So B players are just like, h no, I'll just, players are just like, h no, I'll just, players are just like, h no, I'll just, you know, scroll Instagram. I'll wait to you know, scroll Instagram. I'll wait to you know, scroll Instagram. I'll wait to be told what to do next. Um B players be told what to do next. Um B players be told what to do next. Um B players are comfortable with the status quo.

are comfortable with the status quo. are comfortable with the status quo. They they don't really like a lot of They they don't really like a lot of They they don't really like a lot of change. They're a little bit nervous change. They're a little bit nervous change. They're a little bit nervous about it. They also tend to have excuses about it. They also tend to have excuses about it. They also tend to have excuses when things don't work out. They'll say when things don't work out. They'll say when things don't work out. They'll say things like, "Oh, that's not my job." things like, "Oh, that's not my job." things like, "Oh, that's not my job." Or, "It wasn't my fault. I was waiting Or, "It wasn't my fault. I was waiting Or, "It wasn't my fault. I was waiting for a report from someone else." Or they for a report from someone else." Or they for a report from someone else." Or they might tell you, "We've always done it might tell you, "We've always done it might tell you, "We've always done it this way." And then when you give them this way." And then when you give them this way." And then when you give them feedback, a players say thank you. Even feedback, a players say thank you. Even feedback, a players say thank you. Even if it's challenging, even if you're if it's challenging, even if you're if it's challenging, even if you're like, you know what, feel like you like, you know what, feel like you like, you know what, feel like you dropped the ball on that assignment. A dropped the ball on that assignment. A dropped the ball on that assignment. A player will be like, thank you. Tell me player will be like, thank you. Tell me player will be like, thank you. Tell me more. B players get defensive when more. B players get defensive when more. B players get defensive when receiving feedback. They're kind of receiving feedback. They're kind of receiving feedback. They're kind of like, well, you know, if you understood like, well, you know, if you understood like, well, you know, if you understood how hard this job was or if you really how hard this job was or if you really how hard this job was or if you really understood, that's what a B player does. understood, that's what a B player does. understood, that's what a B player does. So Netflix has this brilliant concept So Netflix has this brilliant concept So Netflix has this brilliant concept that they call the keeper test. And that they call the keeper test. And that they call the keeper test. And every manager at Netflix regularly asked every manager at Netflix regularly asked every manager at Netflix regularly asked themselves, if this person wanted to themselves, if this person wanted to themselves, if this person wanted to leave, would I fight hard to keep them? leave, would I fight hard to keep them? leave, would I fight hard to keep them? That is a really interesting question, That is a really interesting question, That is a really interesting question, right? Cuz if the answer is like, yeah, right? Cuz if the answer is like, yeah, right? Cuz if the answer is like, yeah, I'm not going to fight that hard. Uh I'm not going to fight that hard. Uh I'm not going to fight that hard. Uh then here's here's what Netflix does then here's here's what Netflix does then here's here's what Netflix does that most people would never do, but that most people would never do, but that most people would never do, but it's so amazing. If the answer is, no, it's so amazing. If the answer is, no, it's so amazing. If the answer is, no, I'm not really going to fight that hard.

I'm not really going to fight that hard. I'm not really going to fight that hard. Most of us leave it and go, well, maybe Most of us leave it and go, well, maybe Most of us leave it and go, well, maybe they'll resign, maybe they won't. Right? they'll resign, maybe they won't. Right? they'll resign, maybe they won't. Right? You know what Netflix does? Because for You know what Netflix does? Because for You know what Netflix does? Because for most of us, right, if we say, "Oh, no. I most of us, right, if we say, "Oh, no. I most of us, right, if we say, "Oh, no. I wouldn't fight that hard, but they're wouldn't fight that hard, but they're wouldn't fight that hard, but they're not resigning and I'm not going to fire not resigning and I'm not going to fire not resigning and I'm not going to fire them. We'll just like, you know, we'll them. We'll just like, you know, we'll them. We'll just like, you know, we'll just let them coast for a little while." just let them coast for a little while." just let them coast for a little while." Netflix, if the answer is no, you know Netflix, if the answer is no, you know Netflix, if the answer is no, you know what they do? They move that person out what they do? They move that person out what they do? They move that person out and replace them with someone better and replace them with someone better and replace them with someone better because a great workplace is stunning because a great workplace is stunning because a great workplace is stunning colleagues. Now, does that sound harsh? colleagues. Now, does that sound harsh? colleagues. Now, does that sound harsh? Probably. But here's the thing. Keeping Probably. But here's the thing. Keeping Probably. But here's the thing. Keeping B players doesn't just affect your B players doesn't just affect your B players doesn't just affect your results. It absolutely crushes the results. It absolutely crushes the results. It absolutely crushes the morale of your A players. Your A morale of your A players. Your A morale of your A players. Your A players, maybe you got one or two on players, maybe you got one or two on players, maybe you got one or two on your team. They know exactly who the B your team. They know exactly who the B your team. They know exactly who the B players are. And every day you keep players are. And every day you keep players are. And every day you keep those B players around, you're sending a those B players around, you're sending a those B players around, you're sending a message to your best people that message to your best people that message to your best people that mediocrity is acceptable. So why does mediocrity is acceptable. So why does mediocrity is acceptable. So why does this matter? Well, here's the truth. this matter? Well, here's the truth. this matter? Well, here's the truth. Having even one B player on the team can Having even one B player on the team can Having even one B player on the team can have a negative impact. performance is have a negative impact. performance is have a negative impact. performance is contagious, right? If you keep mediocre contagious, right? If you keep mediocre contagious, right? If you keep mediocre people around, your A players will get people around, your A players will get people around, your A players will get frustrated. They're probably going to frustrated. They're probably going to frustrated. They're probably going to leave and then you're going to spend leave and then you're going to spend leave and then you're going to spend more of your time babysitting instead of more of your time babysitting instead of more of your time babysitting instead of growing the organization. Everything growing the organization. Everything growing the organization. Everything moves slower because B players need more moves slower because B players need more moves slower because B players need more direction. So, your culture starts to direction. So, your culture starts to direction. So, your culture starts to accept a good enough standard as a accept a good enough standard as a accept a good enough standard as a standard you're going to live by. So, standard you're going to live by. So, standard you're going to live by. So, here's here's the bottom line. If you're here's here's the bottom line. If you're here's here's the bottom line. If you're thinking, would I fight hard to keep thinking, would I fight hard to keep thinking, would I fight hard to keep this person if they told me they were

this person if they told me they were this person if they told me they were leaving? And the answer is no. You got a leaving? And the answer is no. You got a leaving? And the answer is no. You got a B player on your hand. And Netflix would B player on your hand. And Netflix would B player on your hand. And Netflix would say, time to move them out. Before we say, time to move them out. Before we say, time to move them out. Before we get into a few more steps here, I want get into a few more steps here, I want get into a few more steps here, I want to tell you about two resources in my to tell you about two resources in my to tell you about two resources in my art of leadership academy that can art of leadership academy that can art of leadership academy that can really help you build a team of A really help you build a team of A really help you build a team of A players. Resource number one is the top players. Resource number one is the top players. Resource number one is the top tier volunteer blueprint. You can do tier volunteer blueprint. You can do tier volunteer blueprint. You can do this in literally 20 minutes. It's a this in literally 20 minutes. It's a this in literally 20 minutes. It's a workshop I've developed to help you get workshop I've developed to help you get workshop I've developed to help you get the systems, strategies, uh, and the systems, strategies, uh, and the systems, strategies, uh, and everything you need to find passionate everything you need to find passionate everything you need to find passionate volunteers that will move your mission volunteers that will move your mission volunteers that will move your mission forward for those of you who work with forward for those of you who work with forward for those of you who work with volunteers. Resource number two is volunteers. Resource number two is volunteers. Resource number two is something I do every single month. It's something I do every single month. It's something I do every single month. It's a new team training and I release it so a new team training and I release it so a new team training and I release it so that you and your staff can grow your that you and your staff can grow your that you and your staff can grow your leadership. Every video is plugandplay. leadership. Every video is plugandplay. leadership. Every video is plugandplay. Uh, we white label it so if you want to Uh, we white label it so if you want to Uh, we white label it so if you want to teach it yourself, you can do that. It's teach it yourself, you can do that. It's teach it yourself, you can do that. It's got a meeting agenda, discussion guide, got a meeting agenda, discussion guide, got a meeting agenda, discussion guide, and a whole lot more. So, the way to get and a whole lot more. So, the way to get and a whole lot more. So, the way to get your hands on that is to check it out at your hands on that is to check it out at your hands on that is to check it out at the art of the art of the art of leadershipacademy.com or click the link leadershipacademy.com or click the link leadershipacademy.com or click the link in the description of this video. All in the description of this video. All in the description of this video. All right, a couple more concepts. Well, right, a couple more concepts. Well, right, a couple more concepts. Well, first you got to get crystal clear on first you got to get crystal clear on first you got to get crystal clear on what an A player looks like. So, the what an A player looks like. So, the what an A player looks like. So, the good news is you can hire for character good news is you can hire for character good news is you can hire for character and train for competency. Some of my and train for competency. Some of my and train for competency. Some of my best EAs had never been executive best EAs had never been executive best EAs had never been executive assistants before. I trained them. All assistants before. I trained them. All assistants before. I trained them. All right. They had the raw stuff, the right. They had the raw stuff, the right. They had the raw stuff, the attitude, the drive, the character, the attitude, the drive, the character, the attitude, the drive, the character, the core skill set. And so, you can train.

core skill set. And so, you can train. core skill set. And so, you can train. If you've got that, like I I find it If you've got that, like I I find it If you've got that, like I I find it impossible to motivate an unmotivated impossible to motivate an unmotivated impossible to motivate an unmotivated person. And I think that's a character person. And I think that's a character person. And I think that's a character issue. Like, if you're not a motivated issue. Like, if you're not a motivated issue. Like, if you're not a motivated person, going to be really hard for person, going to be really hard for person, going to be really hard for anybody to motivate. But if you find anybody to motivate. But if you find anybody to motivate. But if you find someone who's got the raw stuff, the someone who's got the raw stuff, the someone who's got the raw stuff, the attitude, the drive, and the skill set, attitude, the drive, and the skill set, attitude, the drive, and the skill set, then you can train them. As long as then you can train them. As long as then you can train them. As long as you're clear on your cultural values, uh you're clear on your cultural values, uh you're clear on your cultural values, uh we got a few in our company like we got a few in our company like we got a few in our company like surprise and amaze and battle surprise and amaze and battle surprise and amaze and battle mediocrity. These are things that we can mediocrity. These are things that we can mediocrity. These are things that we can teach new team members. We set some teach new team members. We set some teach new team members. We set some goals, measure some KPIs, and then you goals, measure some KPIs, and then you goals, measure some KPIs, and then you know what? A players rise to the know what? A players rise to the know what? A players rise to the occasion. They love it. You don't have occasion. They love it. You don't have occasion. They love it. You don't have to micromanage them. You don't want to. to micromanage them. You don't want to. to micromanage them. You don't want to. You just encourage, you empower them. You just encourage, you empower them. You just encourage, you empower them. And then this is really important, And then this is really important, And then this is really important, particularly in the nonprofit world. You particularly in the nonprofit world. You particularly in the nonprofit world. You need to pay top performers what they're need to pay top performers what they're need to pay top performers what they're actually worth, not just what the actually worth, not just what the actually worth, not just what the position typically pays. So, you're position typically pays. So, you're position typically pays. So, you're going to have to reward them at a higher going to have to reward them at a higher going to have to reward them at a higher level. Now, remember, you might, well, level. Now, remember, you might, well, level. Now, remember, you might, well, you don't understand. We're charity, you don't understand. We're charity, you don't understand. We're charity, blah, blah, blah. I know, but if you blah, blah, blah. I know, but if you blah, blah, blah. I know, but if you need 10 B players, you might only need need 10 B players, you might only need need 10 B players, you might only need four A players so you can play people four A players so you can play people four A players so you can play people better. Finally, you got to be willing better. Finally, you got to be willing better. Finally, you got to be willing to make the tough calls. If somebody is to make the tough calls. If somebody is to make the tough calls. If somebody is not meeting the A player standard, not meeting the A player standard, not meeting the A player standard, here's what you need to do. Set clear here's what you need to do. Set clear here's what you need to do. Set clear timelines for improvement. And if they timelines for improvement. And if they timelines for improvement. And if they can't or won't step up, move them out can't or won't step up, move them out can't or won't step up, move them out respectfully with their dignity. You do respectfully with their dignity. You do respectfully with their dignity. You do that the way Netflix phrases it. His that the way Netflix phrases it. His that the way Netflix phrases it. His average performance gets you a generous average performance gets you a generous average performance gets you a generous severance package. I know that's severance package. I know that's severance package. I know that's horrifying to some people. Uh but you horrifying to some people. Uh but you horrifying to some people. Uh but you know what? You're not kicking them out

know what? You're not kicking them out know what? You're not kicking them out of the church. They can be part of the of the church. They can be part of the of the church. They can be part of the church. They can volunteer. It doesn't church. They can volunteer. It doesn't church. They can volunteer. It doesn't mean they don't have value or dignity. mean they don't have value or dignity. mean they don't have value or dignity. It just means it wasn't the right fit It just means it wasn't the right fit It just means it wasn't the right fit for the mission and for the moment. and for the mission and for the moment. and for the mission and for the moment. and for the mandate and you got to move them for the mandate and you got to move them for the mandate and you got to move them out. So here's the question, right? You out. So here's the question, right? You out. So here's the question, right? You can keep lying awake at night showing up can keep lying awake at night showing up can keep lying awake at night showing up to work frustrated or you can make a to work frustrated or you can make a to work frustrated or you can make a change. Can I tell you some of the change. Can I tell you some of the change. Can I tell you some of the results that I've had in my company as I results that I've had in my company as I results that I've had in my company as I paid more attention to this? So as a paid more attention to this? So as a paid more attention to this? So as a result, if you got a team of A players, result, if you got a team of A players, result, if you got a team of A players, we move to unlimited time off. You might we move to unlimited time off. You might we move to unlimited time off. You might say, well that's horrible. Like people say, well that's horrible. Like people say, well that's horrible. Like people will never show up for work. Actually, will never show up for work. Actually, will never show up for work. Actually, if you hire the right people, they love if you hire the right people, they love if you hire the right people, they love their jobs. They love contributing. And their jobs. They love contributing. And their jobs. They love contributing. And most people will take two, three, four most people will take two, three, four most people will take two, three, four weeks off a year. Great. Awesome. And weeks off a year. Great. Awesome. And weeks off a year. Great. Awesome. And they cover themselves when they're gone. they cover themselves when they're gone. they cover themselves when they're gone. I don't have to police hours. I don't I don't have to police hours. I don't I don't have to police hours. I don't worry about when people, you know, get worry about when people, you know, get worry about when people, you know, get up and they log on. I don't have to up and they log on. I don't have to up and they log on. I don't have to surveil them. They're self motivated. surveil them. They're self motivated. surveil them. They're self motivated. When you have a players, they love When you have a players, they love When you have a players, they love showing up for the job. We were actually showing up for the job. We were actually showing up for the job. We were actually able to move to a 4-day work week a few able to move to a 4-day work week a few able to move to a 4-day work week a few years ago and produce as much or more as years ago and produce as much or more as years ago and produce as much or more as we were in five. And they love it we were in five. And they love it we were in five. And they love it because now they have a day to run because now they have a day to run because now they have a day to run errands plus a weekend. They come back errands plus a weekend. They come back errands plus a weekend. They come back Monday energized, ready to go. And I Monday energized, ready to go. And I Monday energized, ready to go. And I even have a team half the size I did a even have a team half the size I did a even have a team half the size I did a few years ago. And you know what?

few years ago. And you know what? few years ago. And you know what? They're producing the best results we They're producing the best results we They're producing the best results we have ever seen in my company. And what's have ever seen in my company. And what's have ever seen in my company. And what's nice for them is you can afford to pay nice for them is you can afford to pay nice for them is you can afford to pay well because you have fewer team well because you have fewer team well because you have fewer team members. And when that happens, you can members. And when that happens, you can members. And when that happens, you can get ready for impact. So remember this. get ready for impact. So remember this. get ready for impact. So remember this. Every time you compromise on talent, Every time you compromise on talent, Every time you compromise on talent, you're compromising your mission. The you're compromising your mission. The you're compromising your mission. The organization that wins in the long run organization that wins in the long run organization that wins in the long run aren't the ones with the best strategies aren't the ones with the best strategies aren't the ones with the best strategies or the most resources or the greatest or the most resources or the greatest or the most resources or the greatest ideas. You know what? They're the ones ideas. You know what? They're the ones ideas. You know what? They're the ones with the best team, the best people. So with the best team, the best people. So with the best team, the best people. So maybe as we wrap up, ask yourself the maybe as we wrap up, ask yourself the maybe as we wrap up, ask yourself the keeper test today. For each person on my keeper test today. For each person on my keeper test today. For each person on my team, would I fight to keep them if they team, would I fight to keep them if they team, would I fight to keep them if they resigned? If the answer is no, you know resigned? If the answer is no, you know resigned? If the answer is no, you know what you need to do.