Facing Destructive "C" Team Players

Hello and welcome again to the Profitable pt. As always, I'm Will Humphries here helping you increase your income, profits and net worth. Today we're going to be talking about the destructive type of C player on our team. If you're not familiar with that term, please watch the videos in the description below. I'll teach you everything you need to know about how to identify your A, B, C and D players, as well as helping you understand the difference in the two types of C players. But we're starting off with the most destructive type of individual in our companies. These are the main things that hold us back and I promise you, they are the majority of all your frustrations. The thing about the destructive C players are they're hard to identify. They're these individuals who act like your best friend. They'll put their arm around you, say whatever you want to hear, and then slide the dagger between your ribs. They're doing the same thing to other team players. They're going around telling people what they want to hear because they're essentially manipulating things to their advantage. They. And as they're doing this, they're essentially destroying the careers of other people because they're changing the way they see you. They say things like, you know, Will's a nice guy, but have you ever noticed that he struggles with.

And these people start seeing the company and us as leaders in a different light. So we have to deal with these people fast. So the first thing we need to look at is the who. Who are these people? In my previous videos, I help you identify everyone else. But these destructive C players are good at what they do. They're incredibly able to go camouflage themselves in the company. So what you have to do is look over time. Over time you'll see in different circumstances every problem that their name is attached to it. If their name is John, John just seems to be attached to every problem and rarely, if ever is the main source of the problem. Again, they're trying to hide within the company. So when you see enough of a consistency, that's when you have to follow your gut. The gut knows who those C people are and it's confusing because logically they're nice to you, but yet your gut can sense the inauthenticity of how they're acting around you. So identifying them is important. But more importantly than that is after you identify who they are, is indicating who they've impacted. Because there's a lot of work to clean up the destructiveness of a C player of this kind. I will also tell you that that I've never personally ever known for sure who a C player is a destructive one until after they've left my company. It wasn't until after they were gone that I could see the damage they had done. So following your gut is huge. When do you manage that and when do you deal with it? The easy answer is yesterday. There is no way I can properly communicate the urgency of having this dealt with as soon as possible. Your state regulations will indicate how quickly you can move. In California, for example, the regulations there are such that I imagine there's a lot more involved in that process. But in a state that's a right to work state like Arizona, you can go and let them go immediately. I'm a big believer that the letting go process is an enormous gift, both the employer and the employee, because we're going to help them be successful somewhere else. In the case of a destructive C player, we just need to get it done as quickly and simply as possible. So if you are in a right to work state and you have some documentation as to what's going on with that person, it's important to have that meeting as quickly as possible with another person with you to sit them down. And the how about it is as simple as possible. You just say, hey John, thanks for meeting with me. It's really clear that we're no longer aligned. I'm going to have to let you go. What do you mean you're letting me go? Yeah, John, I just can really sense in my gut this isn't a fit and I want to help you be successful somewhere else. Don't engage in any discussion from that point on because ultimately they're going to use whatever you say against you to be destructive. You just need to have that discussion. And obviously that was an example. You've got to follow your state regulations and your company policies around letting go or terminating a relationship. But let me tell you, the bigger mistake is not doing anything. The biggest mistake we can make is not acting on that feeling and the impression. So the thing you got to remember is after you do these things and the person is gone, if you're going to cut, cut deep. It is emotionally exhausting to have to slowly deal with all the damage a destructive C player has done in the company. As soon as they're gone, you need to sit down and identify who all they've impacted. Unfortunately, if you let it go too long, you might have to make multiple fires. You might have to let multiple people go because that's what happens. They turn people against the company and you as a leader. And no matter how expensive or painful that is, it's cheaper and easier to do it all at once. So get to work. Identify who your seed people are, especially those destructive ones, and just trust me, you can do it. Letting those people go will ultimately be the thing that propels you towards your ultimate success. Guys, if you like this video, please click, like and subscribe. And for every subscription, we're doing a donation to Feed My Starving Children. Until next time.