Bra DF OR D sM ART

Topgrading
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O v e r v I e w

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Bradford D Smart

Published in 2005

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Accolades and Biography

Occupational Management Consultant

Brad was born in Hartford Connecticut in 1944

In 1971 Brad started Smart & Associates, Inc

International renowned management

psychologist

Consultant for many Global 500 Ph.D in industrial Psychology

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Topgrading
Fill every position with A -players Dont accept a mix of A, B and C players Topgrading is more rigorous than upgrading

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A-players
Among the top 10% available for the

position
continually promotable A-players are not cheap

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Source http://books.google.com/books?id=-7GvCtmFrEC&printsec=frontcover&dq=Topgrading&source=bl&ots=lb9fIS4Vk3&sig=dVfdfIThiV6S3Fkus9go0zbkvQU&hl=en&ei=ZYTgS8a9MpXqM9_2vZEJ&sa =X&oi=book_result&ct=result&resnum=5&ved=0CCMQ6AEwBA#v=onepage&q&f=true

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Every manager 1st priority

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Topgrading not about avg % like grades

Basic answer

about For example if weeding out you have the weak. A=100%
B=80% C=70% 10 Management

is no.

Topgrading is

at first has to fire a lot of people so the organization 3/21/12

What company has benefited from Topgrading?

Companies that

have been known to use Topgrading

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Topgrading CALCULATOR
If youre a perfect Topgrader your success rate is 100 %

one only needs to hire 1 (who will be A-player as a replacement)

Most companies have only a 25% success rate then

that means one will have to hire 4 people to get one success

Result = one A-player and 3 mis-hires

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Estimate current number of A-players Estimate your hiring success rate Use Topgrading Calculator above This will show you total number of people you must hire or promote in order to end up with at least a 90%
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Typical company

Topgrading

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GOA

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Typical company of only 25%

12

10

Linear Regression for

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Topgrading Advantages

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T O P G R A DI N G R U B RI C S

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How Topgrading changed a company

Beast(Dell) vs calf (Gateway)

In 1985 Ted Waitt

founded Gateway.
By the early 1990s

there were rumors that he would sell the company.

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The Financial and Career Cost of not Topgrading

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Interpreting All The Data

Observe patterns Assume strengths can be shortcomings Assume recent past behaviors Red flags Weight the negatives Strong feelings and beliefs

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Coaching 101

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The four effective steps in coaching a new hire to succeed

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Seven psychological stages of change

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Safe hiring practices

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Topgrading in the Future

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The End

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