Why Perfectionism at Work Doesn't Pay

© Gladeana McMahon, 2013

WHY PERFECTIONISM AT WORK DOESN’T PAY

Gladeana McMahon

Perfectionism is not the healthy or effective pursuit

of Excellence


Perfectionists tend to

• Worry obsessively• Spend more time on activities• Exhibit aggressive behaviour• Place unrealistic demands on self &

others



Perfectionists tend to

• Micro manage (control and fear) • Procrastinate (putting off tasks or

taking more time)• Avoid situations perceived as

threatening (new tasks or change)

In essence Perfectionists tend to

• Set unrealistic standards unlikely to be attained

• Never be satisfied as can never attain the desired outcome

• Become stressed when faced with failure and disappointment



In essence Perfectionists tend to

• Be preoccupied with thoughts of fear of failure and disapproval

• Link mistakes with a lack of self-worth and ability

• Become defensive and emotional when faced with an error


Impact on Organizations

• Managers can find perfectionists hard to manage

• Colleagues can find perfectionists difficult to work with

• Juniors can be at the mercy of perfectionists


Impact on Organizations

• Lack of creativity, especially important in challenging times

• Loosing talent due to poor work-life balance

• Risk aversion can hold back much needed change


Fairplace and Cass Business School Study 2007

• 54 managers• Talent Tracker 360 tool



Current

• 1,852 respondents from 70 organisations

• 32% being senior managers and above



Successful leadership qualities

• Open-minded• Courageous• Have personal impact• Empower others



Successful leadership qualities

• Build strong teams• Are adaptable• Ability to admit mistakes


The Technical Specialist Challenge

• Leaders whose earlier rise has been based on making the right decision

• Retaining the elements needed to make good decisions

• The wisdom to know when good is enough


Tools for Identifying Perfectionists

Hogan Development Scale (HDS)

• 11 common dysfunctional dispositions• Management Derailment• Alienating colleagues and direct reports

undermines the effectiveness



Talent Tracker 360

• Used to capture development needs• Based on the Cass Study



Occupational Personality Questionnaire (OPQ)

• Low controlling scores = others take charge

• High controlling scores = take the lead


Is there an Alternative?

The Healthy Achiever

• Sets high standards that stretch the individual

• Enjoys the process as well as the end product


Is there an Alternative?

• Experiences concern about failure and disapproval but learns and moves on

• Treats mistakes as part of a life long learning process

• Sees Feedback as constructive


Becoming a HealthyAchiever

• Use of psychometric tools to identify personal patterns of behaviour

• Coaching focuses on thinking style and behaviour (e.g. developing a self enhancing thinking style)

Gladeana McMahon

www.gladeanamcmahon.comwww.cognitivebehaviouralcoachingworks.com


http://www.gladeanamcmahon.com/

http://www.cognitivebehaviouralcoachingworks.com/

Why Perfectionism at Work Doesn't Pay

Business

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