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- From Empire: The Life, Legend and Madness of Howard Hughes by Donald L. Bartlett & James B. Steel How many times have you heard someone (it may have been you) proclaim or complain that he/she is a perfectionist? You may have noticed that going for perfection is a fool's game. You simply cannot win when you set perfection as your standard. There may be rare and unusual situations where perfection is assumed to be an appropriate standard. Frankly, I can't think of one - no, not even life and death situations such as heart surgery demand perfection in the process. Each stitch does not have to be sewn perfectly in order to affect the outcome. Perfection is present in the ultimate result, as evident in the patient's survival or death, not in the process. When 'perfection' is the goal it is usually out of an exaggerated desire to be right, to avoid criticism or risk. The focus is on 'how am I doing?' rather than on producing a specific outcome. Excellence, on the other hand, is a way of life. It is the context in which high achievers and peak performers produce and contribute to the quality of life. High achievers and peak performers get things done by taking action looking for appropriate outcomes and measuring their success based on the quantity and quality of their results. The bad news is that being a human being means we have the abilities and the failings of human beings. We make mistakes. We get tired. We get distracted. We fail to communicate clearly and accurately. When we set perfection as our goal, all of our actions are based on attempts to conquer our natural human limits with little or no intention on the ultimate outcome. The search for perfection limits our ability to act meaningfully. Acting in accordance with standards of excellence allows us to produce superb results and opens the door to experimentation and creativity.
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More Articles:1. How to Motivate Under-Performing Personnel It is no secret that the performance of personnel is the largest contributing factor to the long-term success of any organization. Managers may give direction, but in the end, it is the company's staff that determines how well it executes. It is the staff that must respond to the threat of competition and the shifting interests of shareholders and consumers. Taking this into consideration, one of the greatest challenges facing managers is motivating their personnel to achieve outstanding perform… 2. Creativity and Innovation Management – Competition versus Collaboration By Kal Bishop There is much confusion as to whether competition or collaboration is most beneficial to creativity and innovation. Though there are negatives to collaboration and it is not easy separating the effects of time pressure and group activity, in general collaboration beats competition. This article will set out some of the arguments.a) Competition forces some individuals to produce a greater number of ideas than they would do otherwise. But crucially, competition forces other people to shut down. … 3. The 70% Solution: Practical Testing and Version Control By Steve Pickard "What do you mean you need to push back the launch date?" Says the CEO. Says the CFO. Says the user community. CTOs, CIOs, and all officers who oversee major development projects have had to deliver the dreaded message. But a deadline for the sake of a deadline is a dangerous pitfall that can consume an entire project and stymie it to the point that it never launches. Over the years I've come up with six simple rules that help deadlines become more meaningful, while keeping the developers… 4. New UK Laws on Staff Dispute Resolution and Disciplinary Procedures By David Miles October 2004 saw the introduction of the Employment Act 2002, which has brought a new approach to staff dispute resolution.It has long been acknowledged that disputes in the workplace are disruptive, stressful, and costly – both for employers and employees. Once time and legal expenses are taken into account, the average cost of an employment tribunal for a UK employer is £2,000. In addition, it is said that 50% of employees who take a case to a tribunal end up in lower paid or lower sta… |
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