Are you a Perfectionist? You might want to read how your style and approach could be a barrier to Cohesion and Performance.

Over many years of Assessing Candidates in both Recruitment and Assessment for Promotion, it is fair to say i have experienced and witnessed the entire spectrum of personality traits and Leadership styles. We accept that everyone is unique and everyone has their own style, whether the realise this or not but the one style that often signals a Red Flag to the assessor are the words uttered by a candidate " I am a Perfectionist ".

Now there is a caveat to this as i am in no way suggesting this style is ineffective or is Toxic but it does need to be tempered and balanced with other styles of leadership. Here is my take on how i have seen this style manifest in Leaders and Managers over the years and how it can have a detrimental effect on your staff if not managed carefully.

Perfectionism is often seen as a desirable trait, associated with high standards, attention to detail, and a commitment to excellence. However, for individuals who consider themselves perfectionists, this trait can be a double-edged sword, particularly in leadership roles. While a perfectionist leader may set ambitious goals and expect flawless execution, the relentless pursuit of perfection can create challenges for both the leader and their team. In fact, perfectionism may hinder effective leadership in several key ways.

One of the primary drawbacks of perfectionism in leadership is the tendency to focus excessively on minor details at the expense of the bigger picture. A perfectionist leader may become so preoccupied with perfecting every aspect of a project that they lose sight of the overarching goals or fail to delegate tasks effectively. This can lead to micromanagement, which undermines team autonomy and stifles creativity. When employees feel that their every move is being scrutinised, they may become reluctant to take risks or offer innovative ideas, resulting in a less dynamic and adaptive work environment.

Moreover, perfectionism often leads to unrealistic expectations, both for the leader and their team. A perfectionist leader may hold themselves to impossibly high standards, creating a fear of failure that prevents them from making decisive choices or learning from mistakes. This mindset can be paralysing in leadership, where timely decision-making and the ability to course-correct are crucial. When leaders demand perfection from their team members, it can lead to burnout, decreased morale, and a toxic work culture, as employees may feel that their efforts are never good enough, no matter how hard they work.

Perfectionism also hampers the ability to build strong relationships within a team. Effective leaders understand that leadership is about collaboration, empathy, and understanding. Perfectionist leaders, however, may struggle to connect with their team on a personal level, as they may prioritize results over people. This can lead to a lack of trust and open communication, both of which are essential for a cohesive and motivated team. Without a sense of psychological safety, employees may feel hesitant to voice concerns, share feedback, or admit to challenges, which can ultimately hinder progress.

In conclusion, while perfectionists may have admirable qualities such as dedication and attention to detail, these traits can become liabilities in leadership roles if not managed properly. Effective leadership requires flexibility, the ability to learn from failure, and a focus on building strong, trusting relationships. Leaders who embrace imperfection and foster a culture of growth and collaboration are often more successful in achieving long-term success than those who strive for unattainable perfection. Perfectionism and high standards against an agreed Performance framework is absolutely not a bad thing, but perfectionism in the context of an individuals subjective views on high standards can and does have absolutely the opposite desired effect, and I have seen productive high performing teams be run into the ground by a single person who has this approach and mindset, conversely I have seen those teams then built back up by individuals who adopt a more holisitic approach to leading people.

We value your feedback and would welcome your comments as to whether you find this post useful, controverisal or otherwise. If you have a particular topic or theme you would like us to write about please get in touch via email. If you feel you are in need of some leadership development or support then please look at our services and book yourself a consultation.

Martin@PrecisionCareers.