Perfectionism is Imperfect
Rich Baron • April 4, 2024
For surface shine, 80% might be more than enough. After that, the tweaking is for us, not those we seek to serve. – Seth Godin
Have you ever sat for hours, tweaking a piece of work? When it’s almost done you need to fix “just one more thing”? That one more thing becomes several more things until the finished product doesn’t even resemble what our initial intentions were. Not only does it become something we may not recognize, but how much wasted time was used in a futile attempt to get it just right?
How about perfectionism as a leader? Your team’s work is never right until you give the final approval and then you must tweak their work to your satisfaction. If this sounds like you, you are not alone. There are perfectionist leaders in just about every workplace imaginable.
Two Types of Perfectionist Leaders
In my experience, there are two types of perfectionist leaders. The first type is the mature and prominent perfectionist. These perfectionists make excellent leaders due to their strong ethical principles and sense of right and wrong. They are trustworthy, reliable, and unwilling to take shortcuts, earning the trust of both employees and customers. These perfectionists are fair and objective decision-makers, treating all individuals equally and making decisions based on merit rather than personal relationships. They are also compassionate and understanding of human imperfections, striving for high-quality standards while acknowledging that perfection is unattainable. They prioritize delivering a product on time with a high-quality rating rather than delaying perfection indefinitely.
Mature perfectionist leaders understand that 80% to 90% of a goal is realistic and achievable. They do not set unrealistic or unattainable goals for themselves or their teams. Instead, they focus on setting goals that are challenging yet realistic, knowing that they are more likely to succeed and maintain motivation and momentum when the goal is within reach. By setting realistic goals, healthy leaders can foster a positive and productive work environment, build trust and confidence within their team, and ultimately drive successful outcomes.
The second type of perfectionist cannot see the big picture because they are too focused on making sure every tiny detail is flawless. This often leads to them getting bogged down in the minutiae and losing sight of the overall goal or objective. Instead of seeing the forest for the trees, they are fixated on each tree and may struggle to see how they all fit together. This narrow focus can hinder their ability to make strategic decisions or see alternative solutions, ultimately limiting their effectiveness in achieving success on a larger scale.
Immature perfectionist leaders can create problems because they tend to focus on minor details and expect everything to be perfect, which can lead to micromanagement, lack of delegation, and decreased team morale. They may also struggle with taking risks and making decisions quickly, which can hinder progress and innovation. Additionally, their high standards can be unattainable and lead to unrealistic expectations for themselves and their team members. This can create a stressful work environment and ultimately hinder productivity and success.
No process or person is perfect, and striving for perfection can be unhealthy and unrealistic. It's more important to focus on personal growth and self-acceptance rather than striving for an unattainable ideal or situation.
Case in Point
Bacillus Stearothermophilus is a rod-shaped, non-pathogenic, thermophilic, aerobic, spore-forming bacterium. It is a common inhabitant of soil, hot springs, desert sand, Arctic waters, ocean sediments, food, and compost. It can be found just about anywhere. Bacillus Stearothermophilus is extremely hard to kill, so hard to kill in fact that it is the target organism for the sterilization of medical devices. During my 20-plus-year career in medical devices, Bacillus Stearothermophilus was the target organism used to validate our sterilization process.
All our products were sterilized in a dynamic-air-removal steam sterilizer. Dynamic-air-removal sterilization cycles can be either a pre-vacuum cycle, in which case air is actively removed by a series of pressure and vacuum phases before admission of steam, or by steam-flush-pressure pulsing (SFPP) in which case a series of steam flushes and pulses of pressure. To validate that the sterilization process works, we use a system called a decimal reduction time, or a D-value.
A D-value is what it takes to kill 90% of the present Bacillus Stearothermophilus under specified conditions (time, sterilant, exposure temperature, relative humidity, pressure, package density, etc.). One D-value equals 20 seconds at 275° F, at 60 PSI, with a humidity ≥ 97%, which will kill 90% of the present Bacillus Stearothermophilus. To obtain sterilization, we would hold the product in the sterilization cycle for 4 minutes, or 12 D-Values. So, what do the results look like? The following shows the amount of all present Bacillus Stearothermophilus killed after each D-value.
• 90% of all present Bacillus Stearothermophilus has been killed...
• 99%
• 99.9%
• 99.99%
• 99.999%
• 99.9999%
• 99.99999%
• 99.999999%
• 99.9999999%
• 99.99999999%
• 99.999999999%
• 99.9999999999%
This equals 99 and 10 billionth percent sterile (99.000000001%), 100% is not possible.
We could go on for as many D-values as we want but will never obtain 100 % complete sterilization. So, does this mean that the product is not sterile, or safe to use? Remember that Bacillus Stearothermophilus is non-pathogenic, and if that organism is dead, so is everything else. So, the answer is yes, it is sterile and safe to use. Or perhaps did you just see that it was not 100% and triggered a nerve?
Learning to be the Mature Perfectionist Leader
1. It is important to learn to relax and not be so intense in your pursuit of continuous improvement, as this intensity may intimidate others. Understand that everything won't fall apart if you don't address every issue immediately. Strive for excellence rather than perfection and take time to appreciate your achievements by slowing down.
2. It is important to be open to listening to the perspectives of others. Your coworkers may offer valuable insights that you may not have considered. By actively listening to others, you can increase your chances of success and make progress toward achieving your goals.
3. Take the time to be patient and listen to others, as what may be clear to you may not be as obvious to them. Demonstrating patience can help you earn respect from others while reacting with frustration or anger can result in resentment and contempt.
4. Acknowledge that there are different perspectives and approaches. It is common to feel frustrated when others do not conform to your expectations. It is important to understand that your idea of the correct way may vary from others. Both parties can be correct, as there are often multiple acceptable methods to achieve the same outcome.
5. Keep in mind that nobody is perfect, and that includes you. Instead of being overly critical of others, try to be more understanding and acknowledge your faults and imperfections.
6. Stop aiming for perfection. Your
extremely high standards frustrate people and make it difficult for you to meet deadlines. Instead, learn to be satisfied with doing your best. You don't have to be flawless to be a great leader.
Wrapping Up
The problem with perfectionism is the unrealistic quest for standards, not only for ourselves but for others as well. This quest leads to feelings of dissatisfaction, anxiety, and stress. Perfectionists often struggle to accept mistakes or imperfections, which can negatively impact their relationships, work performance, and overall well-being. Additionally, the constant pursuit of perfection can prevent them from taking risks, trying new things, and ultimately experiencing personal growth and fulfillment. Perfectionists need to learn how to embrace imperfection, practice self-compassion, and prioritize their mental and emotional health. Trust me, your teams will thank you for it!
Do you want to find out if perfectionism is one of your strengths or gaps, reach out to me here.
About the Author
Rich Baron serves as the Chief Operating Officer and Director of the Global Coaching Project at John Mattone Global, where he also holds the title of Master Certified Intelligent Leadership Executive Coach. With over 30 years of rich experience in cultural transformation, operational leadership, executive roles, and coaching leaders at every level—from emerging talents to seasoned CEOs—Rich has a demonstrated track record of success.
Rich co-hosts "Mainline Executive Coaching ACT," a podcast that is recognized by Feedspot as the leading Executive Coaching Podcast worldwide. The podcast's acclaim is based on an evaluation of numerous factors, including web traffic, social media followers, and timeliness. It boasts an impressive following in more than 85 countries and over 850 cities globally.
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If the years since the pandemic are any indication of what we can expect in this ever-changing business world, leadership needs to be stronger than ever. With rapid changes in business worldwide, the leadership skills we need are changing. Strong, versatile leaders are needed to face the challenges we will inevitably see - leaders who can adapt, strategize, and motivate their teams through complex situations. However, studies show that organizations and leaders alike are far from prepared to combat these challenges. What Do The Studies Show According to the Bersin by Deloitte report High-Impact Leadership Development , organizations with stronger “leadership maturity” are 11 times more likely to have a high number of leaders who can build talent for competitive advantage. And they’re 7 times more likely to have a high number of leaders who can inspire people to follow them. Unfortunately, the report also found that capable leadership talent is very rare. Only 60% of leaders in organizations show commercial acumen and business judgment; 48% are seen as driving change and innovation; and only 44% build talent for competitive advantage. Regarding rare leadership talent, in a study conducted by Kaiser Leadership Solutions , using a 360-degree instrument called the Leadership Versatility Index, they assessed over 24,000 senior managers from a variety of industries around the world. The results showed that less than 10% of the leaders in this study had the versatility and timing to be effective leaders. That means that more than 21,000 of the leaders studied do not have the versatility and timing to be truly effective in reading and responding to change with a wide repertoire of complementary skills and behaviors. Despite the studies that show that leadership skills and development are lacking, there has been a disturbing trend in organizations cutting L&D budgets and individual leaders putting the brakes on their own development. Or worse yet, ignoring the importance of leadership development altogether. A Short-Sighted Approach This lack of investment in leadership development is a short-sighted approach that ultimately hurts both the individual leaders and the organization. Effective leadership is crucial for the success of any organization, as leaders set the tone for the rest of the team and drive the company toward its goals. Additionally, in today's rapidly changing business landscape, it is more important than ever for leaders to be adaptable, agile, and able to navigate uncertainty and change. Investing in leadership development is key to ensuring that leaders have the skills and knowledge needed to thrive in this environment. Organizations must prioritize leadership development and allocate the necessary resources to support the growth and success of their leaders. By investing in leadership development, organizations can create a culture of continuous learning and improvement, drive innovation and growth, and ultimately, achieve sustainable success in the long run. Without ongoing development and training, leaders can stagnate in their skills and become less effective in their roles. This can lead to decreased employee engagement, lower productivity, and ultimately, a negative impact on the bottom line. Hitting the Pause Button Simply put, businesses and leaders are falling behind in preparing for the upcoming business challenges they will certainly face. This fact was shown in another leadership development survey of almost 18,000 human resource professionals and business leaders from around the world. The findings showed that 83% believe it is critical to the success of their organizations to develop leaders at all levels. Despite this, less than 5% of businesses have integrated leadership development at all levels. According to the Global Leadership Forecast 2021, “fewer than half of leaders feel they are effective in leadership skills that will be most critical for future success. This means that strong, versatile leaders are not being developed and prepared for future business challenges. As an executive coach, the most disturbing trend that I have seen in organizations, and individual leaders alike, is pumping the brakes on leadership development. Many of the excuses I have heard are that the L&D budget was cut, or we plan on revisiting leadership training next year, or my personal favorites, we are too busy to focus on that right now. With all the issues in poor employee retention, lack of leadership pipelines, poor talent selection, toxic bosses, and failing organizational culture (which is a direct result of poor leadership), it is no wonder you don't have the time. More than likely your time is now being spent chasing the tiger by the tail, putting out fires, and trying to keep your head above water. So, a quick question, do you think your excuses will help solve the problems? Or perhaps employing the age-old wisdom that if we just ignore it, it will go away. The trend of cutting L&D budgets has been a concern of employees globally. In February 2023, we featured an episode on our podcast, Mainline Executive Coaching ACT, entitled, "Dear Employees, Your Budget Has Been Cut." It has been downloaded and listened to in over 90 countries and 1000 cities worldwide, and is still one of our top downloaded episodes with continued daily downloads to this date. This goes to show that this is not just a concern for organizations in the United States, but globally as well. Quite frankly, this is an urgent situation that needs to change. Versatility Will Be The Key The need for leadership development is greater than ever. Over the past three years, business dynamics have shifted so dramatically, that the moment to maximize the benefits of strong and equipped leaders is now. Versatility in leadership skills is the master capability for leading in a VUCA world — that is, one characterized by volatility, uncertainty, complexity, and ambiguity. Versatility is, "the ability to read and respond to change with a wide repertoire of complementary skills and behaviors." For instance, some circumstances call for leaders to take charge, force difficult issues, and make tough decisions, while others require leaders to enable, support, and include people. Similarly, organizations sometimes need leaders to focus on their future strategic direction and at other times to focus on day-to-day operations and execution. Versatile leaders can seamlessly move between opposing behaviors. They can step up and make a call just as easily as they can bring people together to make group decisions. They can read the room and adjust their behavior accordingly, from asking questions and listening with an open mind to driving the team to achieve success. They can also envision change in big-picture terms and focus on the tactical details of implementing change. Versatile leaders can read the business, from playing out the chessboard five moves ahead to making the next move swiftly and with precision. Focusing on the Future It is time to stop pausing or ignoring leadership development altogether, or worse, simply putting someone in a leadership role because they are strong individual contributors in their jobs. The ripple effects of poor leadership have resulted in skyrocketing turnover rates, poor customer retention, disengaged employees, and high costs associated with replacing the employees who left. To be successful and competitive in the future, developing versatile, strong leaders is imperative. Organizations that value leadership development with a focus on building a strong leadership pipeline full of well-trained, versatile leaders will inevitably see greater innovation, stronger financial performance, highly engaged employees, and strong employee retention. Going forward, organizations and individuals alike need to engage or reengage in leadership development. However, do not make the mistake of bringing back leadership training that the company invested in 10 years ago. Or worse yet, relying on someone in the organization who participated in those programs in the past to take on the task of leadership development today. The days of marathon seminars focused on a particular leadership skill are in the past. Quite frankly, they did not work then, and certainly will not work now. A Training Evolution Leadership training has evolved, and executive coaching is the sturdy bridge that connects individual leadership effectiveness with outstanding organizational performance . It can help organizations attract and retain exceptional leaders and help executive teams to improve their performance. In addition, online coaching platforms that feature ongoing, bite-sized, dynamic, and hybrid training sessions with accompanying implementation tools coupled with one-on-one coaching have proved to be very effective. Intelligent Leadership Online Academy (ILOA) which was created during the pandemic by the world's top executive coach, John Mattone is one such platform that is trusted and respected by the top executives and technologists at some of the world's top companies. Wrapping Up Today's leaders need more proficiency than ever before. No one knows what our disruptive world will throw at leaders next. However, if the past three years are any indication of what lies ahead, organizations and individuals must be prepared to face those challenges. Those organizations with strong, versatile leaders who possess a wide and balanced repertoire of complementary competencies, skills, and behaviors, combined with the wisdom to know which one to use in a given situation, are likely to be most effective at leading their people, teams, and organizations through the turbulence. And we know that this meta-competency — versatility — can be learned, coached, and developed. Reach out to me here to find out more about executive coaching, and ILOA. Or schedule time with me here for a discussion on how your future and the future of your organization can look. About the Author Rich Baron serves as the Chief Operating Officer and Director of the Global Coaching Project at John Mattone Global, where he also holds the title of Master Certified Intelligent Leadership Executive Coach. With over 30 years of rich experience in cultural transformation, operational leadership, executive roles, and coaching leaders at every level—from emerging talents to seasoned CEOs—Rich has a demonstrated track record of success. Rich co-hosts "Mainline Executive Coaching ACT," a podcast that is recognized by Feedspot as the leading Executive Coaching Podcast worldwide. The podcast's acclaim is based on an evaluation of numerous factors, including web traffic, social media followers, and timeliness.
