Posts Tagged ‘perfectionist’

8 Powerful Ways To Deal With A Problem Employee

Monday, August 21st, 2017

The problem employee shows up in every aspect of life because they don’t leave their idiosyncrasies at work. They take them with them wherever they go.

I had to learn how to deal with people with irritating personalities as a counterintelligence FBI agent. Walking away just because an informant was unpleasant was not an option. I needed to work with them and bring them onto my team because often they had unique information of value.

As entrepreneurs, business owners, and leaders you will encounter a problem employee at some point. They can waste a lot of your valuable time and sow discord among the other employees.

Don’t get sucked into a vortex of frustration. Sometimes you need mental toughness to understand how to best deal with these types of employees. Here’s a list of the 8 most common problem employees and how to motivate them to improve their behavior:

1. The One Who Expects Perfection

There is always that problem employee who knows the right way to do things and is only too willing to show you. They have a tendency to make you, and others, feel flawed and judged. Their bottom line is often something like, “Let’s get it done right,” not “Let’s all be friends.”

Perfectionists are people who operate by the book and like to follow standard operating procedures. They can be a pain the butt if your work environment is chaotic because they are not comfortable with change.

TIP: Set up a clear chain of command and insist everyone go through proper channels. Start and end meetings on time—a perfectionist likes schedules. Explain exactly how you want things done; this provides the structure that the employee needs.

2. The One Who Wants To Be Your Best Friend

This is the problem employee who feels it’s all about relationships rather than the bottom line. They can take up an inordinate amount of time talking to you, and others, in an attempt to build that relationship.

The insecure ones are suck ups. Their lack of confidence in their skill set is compensated by using flattery and ingratiating behavior. They feel more comfortable leaning into personal relationships than applying their skills to get the job done.

TIP: Be generous with praise, but don’t reward them for fawning. Stick to the facts and never confront them with the problem. Most of them do not realize they have crossed the line.

3. The One Who Is An Overachiever

There is one in every crowd. As a leader, you may not recognize the overachiever as a problem employee. Authority figures tend to respond well to them because—well, they get things done! They go above and beyond what is asked or expected of them.

Overachievers can be impatient, with you and others. They often are not good team players and chafe at following strict rules. Be cautious about putting a perfectionist and an overachiever together on a project.

TIP: Don’t appeal to the warm and fuzzy side of their personality; they may not have one. Don’t micromanage them or ask them to slow down. Pay attention to the tension they may create with your less overachieving employees.

4. The One Who Thrives On Drama

Feelings and emotions are usually fairly close to the surface with this type of problem employee. They spend a lot of time in the depth of their tragedy and are often moody when things are not going well.

Frequently in emotional flux, dramatics tend to be inconsistent because they are mood driven and take things personally.

TIP: Be empathetic; they will feel valued and understood. If they become hysterial or overly dramatic, take a look at what is triggering it in their work environment. This employee does not do well in bureacracies or repetitious work. Instead, put them in work spaces where they can express themselves to others.

5. The One Who Analyzes Everything

Nerds are usually intelligent and thrive on scientific-like methods. They tend to be loners and not good team players. They attain their power from collecting information and knowing more than you do about a project.

Nerdy types like to feel prepared so give them plenty of advance warning if you need something. They’ll love you if you feed them information because knowledge is the currency that gives them the edge.

TIP: Don’t place this employee in a fast-paced environment where there’s no time to think or collect information. They do best in closed door situations where there are fewer interpersonal demands and interruptions.

6. The One Who Is A Worrier

Worrywarts are the ones who fret about everything, from their own abilities to your competence as a leader. They also tend to complain or second guess your decisions as a leader.

Never tell this problem employee to “not worry!” They will mistrust you and worry even more. They can be great strategists because they are always thinking. If you direct their energy toward worrying about how the competition might get a leg up, they can be a great resource.

TIP: They do not do well in environments where change is sudden or without notice. They perform best when there are clear rules to follow and where change is not introduced without preparation, caution, and all questions are answered.

7. The One Who Is A Slacker

We all dislike this problem employee and it’s tempting to eliminate the problem by firing them. If they are lazy and/or incompetent, sooner rather than later is best. Before you do, though, make sure you’ve come to the right conclusion about them. Make sure they are not bored or under-challenged.

Very often what they really need is more structure. Work with them to set goals and make these goals appeal to their emotion. They need to find a way to connect with their interests and strengths.

TIP: Often these are the people who thrive in environments that are in constant flux and change. Ask them lots of questions to get their creative juices flowing and then give them permission to follow through with their ideas.

8. The One Who Is Bossy

You have your very own Attila the Hun—lucky you! They thrive on taking charge and will not hesitate to undermine you if they don’t have ownership in the project. They do not hesitate to talk over people, including you, and use very forceful and blunt language to get their ideas across.

Bossy people don’t like to waste time dithering about what should be done. They respect leaders who say what they mean, so spit your news out fast and straight.

TIP: First, you need to determine whether the employee is a blowhard or whether they really can get in front of a situation, take the heat, and assume responsibility. Second, earn their respect. If they respect you as a leader, you can come together as a team.

© 2017 LaRae Quy. All rights reserved.

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Author of “Mental Toughness for Women Leaders: 52 Tips To Recognize and Utilize Your Greatest Strengths” and “Secrets of a Strong Mind.”

5 Toxic Beliefs About Perfection That Ruin Careers

Sunday, August 10th, 2014

I am in the continual pursuit of perfection. I set high goals and beat myself up when I fail to meet the mark. The verbal attacks I’ve unleashed upon myself would be categorized as emotional abuse if they were inflicted by a parent!

Breaking barriers - end of pier

I’m not the only one who struggles with the toxic and negative messages that our mind produces in the relentless pursuit of perfection.

Great leaders strive to achieve excellence for many reasons. For some, the need for perfection is deeply embedded in a personality type that feels compelled to keep moving toward goals with a high level of integrity. Some are are trained to believe perfection will take them to a high level of success. Still others try to quiet a strong inner critic.

Perfection is seductive because it hints at the promised land; however, it’s more about the ideal than the real when leaders let it sabotage their business and life.

Here are 5 toxic beliefs about perfection that will ruin your career:

1. PERFECTION COUNTS MORE THAN COMPETENCY 

Never confuse confuse perfection with competency.

No one expects you to be perfect; they do expect you to be competent. When you lead from a place of competence, you lead from a place of strength. 

Competence alone can’t make you a leader, but being an incompetent leader provides unlimited opportunities for you to be ineffective. Knowing what to do—professional competence—is vital. Being competent doesn’t mean that a leader knows how to do everything, but rather that they know what to do and how to get it done.

Your competence will instill confidence not only in yourself, but in those following you as well.

2. PURSUIT OF PERFECTION IS A GOOD USE OF TIME

Remember that your time is worth money. Successful people make decisions on how to make the best use of their time. They do not focus on perfection or being the best; instead, they work on doing what is needed to get the job done.

Henry Ford once was quoted as saying: “It has been my observation that most people get ahead during the time that others waste time.”

Do not waste your time trying to be perfect; instead, invest your time in addressing the issues that are creating roadblocks in your path toward success.

3. PERFECTION MEANS HAVING ALL THE ANSWERS

Don’t think you need to have all the answers.  Once you give up the need to have all the answers, you will be able to appreciate the feeling of freedom that comes with it.

As a leader, you don’t need to have all the answers or have superhuman traits. The difference between you being a successful or not so successful leader depends on how you deal with the questions you do not have an answer for. 

Resist the urge to be a perfect know-it-all and step back. Do not be afraid to respond by probing and asking even more questions—but focus on asking the right questions so the answers will lead you closer to finding success.

4. PERFECTION IS IMPRESSIVE

You do need to be impressive as a leader, but if you rely upon perfection to make those good impressions, you will be living beneath a mask. The reason? When you spend so much time manipulating everyone’s perception of you, you are forfeiting something far more important—your authenticity.

Don’t worry about what others want you to be, or their judgments of you. You know in your heart who you are, what provides meaning and value to you, and where your journey is taking you.

You do not need to be perfect to be impressive. Instead, let others be inspired by the way in which you deal with your imperfections.

5. PERFECTION INCREASES CHANCES FOR SUCCESS

Perfection does not always lead to success. Often, success is learning on the go so we can pivot to meet new challenges or demands of our environment. The desire for perfection will cripple our need to adapt to fast-moving situations where minds need to remain nimble and flexible. 

The rules of the game change every day, as new information is taken in and processed. Leaders who are mentally strong are constantly moving and adapting until they find something that works.

When the path ahead is not clear, the desire for perfection is a hindrance to eventual success because it impedes a nimble mindset.

I have always found that Mary, mother of Jesus, was a great example of a person with a nimble mind. When the virgin discovers that she is pregnant, all she asks the angel is one simple clarifying question, “How will this be,” Mary asked (Luke 1:34 NIV). 

Not if but how, and then she trusts the how even though it defies logic and pushes the boundaries of her understanding of what can and should happen.

Her example is a one of confidence, grace, and calm—and that is perfect freedom.

What other toxic beliefs about perfection can you add?

© 2014 LaRaeQuy. All rights reserved.

 

You can follow me on Twitter

Get my FREE 45-Question Mental Toughness Assessment

You can follow me on Twitter, Facebook, AND LinkedIn

Author of “Mental Toughness for Women Leaders: 52 Tips To Recognize and Utilize Your Greatest Strengths” and “Secrets of a Strong Mind.”

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