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How to manage the perfectionist on your team

By Toni Bowers

April 25, 2012, 6:44 AM PDT

Takeaway: Everyone wants a quality product. But perfectionists sometimes go too far and slow things down.

When I was very young, I used to think it was clever when asked in an interview about my biggest weakness to say that I was a bit of a perfectionist. Because who wouldn’t want someone on their team who wanted to make sure everything was right?
It turns out I wouldn’t. A few years later, I was managing a small team in a start-up that was growing rapidly. Much of the early success of this young company lay in the fact that we were flexible and innovative, and that allowed us to develop and create products in record time. This is not to say that we put out shoddy products. They were pretty darn good, but we knew that, in the business we were in, timeliness of delivery was just as important as the finished product.
So I had a guy on my team, I’ll call him Biff, who was very committed to the quality of anything he worked on and was dedicated to the company as a whole. But I came to realize that every task I sent Biff’s way would come to a screeching halt as he agonized over every detail. He would pepper me with questions that were so minor to the task at hand that the answers wouldn’t affect the outcome and therefore were a waste of time to ask. Or he would present to me every conceivable (and some even inconceivable) scenario that could occur and ask how we would handle it if it happened.
His fixation on these kinds of things interfered with his process of setting priorities. His preoccupation with detail would inevitably lead to stalls in every project he was involved in. Also, he was unable to delegate because, on some level, he believed he was the only one who could do the task right.
Now I can hear all the perfectionists out there crying foul. “We need perfectionists to make sure the products or processes are the best they can be!” (For example, you would definitely look for perfectionist tendencies if you’re shopping around for a brain surgeon.) But most corporate products, especially those not being physically consumed, don’t have to be “perfect.”
And there is an issue with the definition of what constitutes “perfection.” What paralyzes the perfectionist is that they want things to be perfect, but their standards of perfection are too high to be achievable, especially in their own eyes. It’s a catch-22.
So how do you manage a perfectionist on your team?

• Appreciate what’s positive about the perfectionist. He or she may see details that you won’t.
• Be careful with feedback. I think sometimes that criticism triggers something in the heads of perfectionists that makes them dig their heels in even further.
• Don’t give them very complex, strategic tasks, especially ones that require managing others. Assign them tasks that need a fastidious eye, the more tactical the better.
• Assign deadlines. In fact, it may be the first question a perfectionist asks you upon assignment of a task because it’s one more aspect they need to get right.
• Make sure you highlight often the behavior you want to see more of.
• Help the person to see how the behavior might limit their career growth. A tendency to micromanage and an inability to see the big picture might limit leadership avenues for a perfectionist.

Life is full of ever changing possibilities. 

Berkongsi cerita yg baik...dr Harian Metro 1 May 2012

Soseh Soseh: Pian Cecupak pulih daripada sihir

     

KATA orang, rambut manusia sama hitam tapi hati lain-lain. Biarpun manusia diangkat sebagai khalifah di muka bumi dan dilarang melakukan sebarang perbuatan negatif, masih ada yang tergamak hidup berpaksikan jalan kejahatan.
Malah yang lebih teruk, sanggup pula menganiaya sesama sendiri dengan melakukan perkara yang sememangnya bertentangan dengan norma hidup sebenar. Inilah yang berlaku terhadap pelakon komedi Pian Cecupak.
Terkejut SS apabila satu sumber memberitahu artis kontroversi ini dikatakan sedang menderita sakit busung.

Memang risau SS dengar berita itu. Kawan SS segera mendapatkan Pian untuk bertanyakan lebih lanjut keadaannya. Bagaimanapun Pian memaklumkan keadaannya semakin beransur pulih selepas mendapatkan rawatan dengan seorang ustaz di Perak.

Kata rakan SS, Pian sakit busung selepas dia buat keputusan untuk berubah dan membuang apa yang tidak baik daripada dalam badannya. Setiap kali lepas Maghrib hingga jam 8 malam, perutnya akan membengkak dan dia rasa seperti ada benda bergerak-gerak.

Peliknya, selepas tempoh itu, keadaannya kembali normal. Pian akui sakit kepala seperti dicucuk jarum. Lalu, dia juga akan mengamuk tak tentu pasal akibat gangguan itu.

Mujurlah seorang rakan mencadangkan dia agar berjumpa dengan Ustaz Mohd Ismail dari Pusat Perubatan Islam Jabat Sufi. Alangkah terkejutnya apabila Ustaz Mohd Ismail yang juga dikenali dengan nama Ustaz Komando memaklumkan bahawa dia terkena sihir.

Lalu Pian meminta Ustaz Komando buat apa yang patut asalkan dia boleh sembuh sepenuhnya. Dia juga tak ingin ambil tahu mengenai siapa yang sanggup menganiayanya kerana serahkan kepada Allah SWT untuk membalasnya.

Menerusi rawatan yang dijalankan selama tiga malam berturut-turut, Pian akhirnya sembuh sepenuhnya daripada busung dan sihir itu. Dia gembira kerana secara tiba-tiba bertemu kembali dirinya yang dulu apabila boleh kembali azan dan solat.

Tambah rakan ini lagi, ada hikmahnya apa yang berlaku kerana Pian berjanji akan mengubah cara hidupnya ke jalan yang lebih diredai Tuhan. Dia berazam untuk menunaikan solat lima waktu seperti mana yang dituntut Islam.

Paling menggembirakan, anak sulungnya, Aina Fazrin, 15, sudah pun masuk di sekolah agama berasrama di Gombak, Selangor. Dia amat bersyukur kerana pada usianya 42 tahun, semakin kembali bertemu ke landasan sebenar dalam hidup.

Dalam pada itu, Pian kini rancak mengusahakan perniagaan ‘wallpaper’, produk penjagaan kulit dan pembinaan semangat.

Something to ponder and think about

Six lines your boss should never cross

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By Toni Bowers

April 17, 2012, 10:18 AM PDT

Takeaway: A list of six ways you can tell if your boss has crossed the line of professional behavior.

The employment experts at Allison & Taylor have offered some great tips for knowing whether your boss has crossed the line of professional behavior. 

According to Allison & Taylor, your boss is crossing the line if he or she:

1. Makes references to your salary in front of other staff. This is private and confidential information, not public knowledge. Other employees don’t need to know what you’re being paid, and it’s true regardless of the type of comment that’s made. Whether the boss is saying, “I don’t pay you enough” or “I pay you too much,” this type of comment will lead to resentment among staff members. Broadcasting your earnings undermines your position with the rest of the staff. They’ll either think you’re willing to work for peanuts, ruining their chances of earning more, or think that you’re overpaid.

2. Reprimands you in front of other employees. This is a form of bullying, and it’s never acceptable. While you may have made a mistake or error that deserves discussion, a good employer will handle this professionally — and in private. A good boss should never denigrate your skills, either, with comments like, “This job is so easy, anyone could do it.”

3. Has unreasonable expectations. Managers need to communicate their expectations for work performance clearly, assist employees when needed, and set reasonable deadlines for projects. This one can be tricky… at times every employee has probably felt that he or she has been dealt an impossible task. But if you’re consistently receiving unreasonable demands, you need to speak up. It could be a communication issue; perhaps something as simple as unclear directions are bogging you down. Or it could be a case of micromanagement (in which case, you were hired because the boss felt you were qualified to do your job, and it’s fine to remind him or her to let you do it). Just be sure you address it in a courteous and nonconfrontational manner.

4. Shares too many personal details. This is a work situation, not the therapist’s couch. A good boss shouldn’t share problems or inappropriate personal details. If you find the conversation often veers in this direction, lead the way by being very brief in your responses and then change the subject back to business. And don’t bring your own problems to the office.

5. Makes inappropriate references. Any comment that makes you squirm is one that shouldn’t have been made in the office. This includes water cooler jokes, emails, or comments about your physical appearance. Include in this category any type of implication that the boss is interested in a relationship of a personal nature, even if it’s not something you’re entirely opposed to. Workplace romances are NEVER a good idea, and it’s beyond unprofessional to even make the suggestion. All these things are a sexual harassment lawsuit waiting to happen.

6. Implies that sex, race, age, or religion is a factor in work performance. None of these things have anything to do with your ability to do the job you were hired to do. The suggestion that it might is not only unfair, it’s discriminatory. Address any such implication immediately.

If you find that you’re experiencing one or more of these problems with regularity, you need to speak to your boss about your discomfort. This isn’t always an easy thing to do, but it’s necessary to maintain a professional working relationship. Keep in mind that he or she may not even be aware that it is bothering you. The key is to open up a dialogue that can deal with the issues. Approach your boss in a free, calm moment, and let him or her know that you feel there are some issues that need to be addressed. Then calmly discuss the issues in an open and honest manner. And always keep in mind that having respect for yourself and your needs will allow the boss to see you’re there to do your best work. If discussing with your boss does not change things for the better, then consider going up the chain of command or to HR for help.

Toni Bowers is an award-winning writer and Head Blogs Editor for TechRepublic.  This article is from TechRepublic and the author is a lady who work with TechRepublic.