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How Letting Go of Perfection Can Help You Build a Strong Company

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The word “perfect” has a nice ring to it. After all, isn’t that what we should all strive for? We should be straight A students, be perfect at our jobs, raise perfect kids and have perfect bodies. The idea of being a perfectionist initially sounds like a good personality trait to possess. These are people who refuse to accept any standard short of perfection. They must have perfect lives and successful businesses, right?

If you answered “yes,” you’d be wrong. Those people who claim to be perfectionists most often do not have a perfect life and definitely do not have successful businesses. Studies have shown that perfectionism causes depression and holds people back from achieving big things in their lives and businesses.

Ibrahim Al-Haidos, founder of Fursan, has had lots of experience with perfectionism in his life. He was raised by a family of perfectionists, and he had the tendency to live his life that way himself for a long time. Now that he has shed those unrealistic expectations of himself and others, he shares his experience with perfectionism and the 5 lessons he has learned from it to build a strong and successful company.

1. Don’t Strive for Perfection

Perfect doesn’t exist. No one and nothing can ever be perfect. And you cannot succeed 100% of the time. It is perfectly acceptable to not achieve the results you were after all of the time. Strive for excellence and do the best you can. If you miss the mark, learn from it and apply those lessons the next time around.

Ibrahim’s family was full of perfectionists. His mother even measured the distance between the plate and cutlery. Initially, Ibrahim believed he couldn’t accept anything less than perfect in his own life and business. But striving for perfection slowed him down in the beginning. “Perfection simply is not possible, but you can achieve excellence. I needed to understand that it is ok not to get it right on the first try.”

“Looking for perfection is the only way to motivate yourself.” – Ronnie O’Sullivan

2. Embrace Diversity

Each employee you hire has his own set of unique skills. Each person will bring her own strengths and weaknesses to the table. Just like you and everything else in this world, your employees are not perfect. Some will be excellent speakers while others struggle with public presentations. Some will excel at learning new technology while others struggle. Never assume that your employees are all equally skilled at everything, and never expect perfection from anyone.

“One of my MBA professors at HEC Paris gave me some brilliant advice. She told me to always treat my employees the way I would want them to treat our customers. What I’ve found is that if you invest heavily in your employees, they will help you build an amazing company.”

3. Always Just Be Yourself

If you own your own business or are a leader within one, remember that you got into that position because of your unique strengths and abilities. Instead of attempting to be someone you are not, be yourself.

Your coworkers and employees don’t expect you to be perfect so never try to be someone you aren’t. They genuinely want to hear your own words, thoughts and feelings. And it is okay to be vulnerable when you don’t have all the answers. People respect you.

4. Put People First

Perfectionists have a tendency to focus on “stuff” rather than the people in their lives. Instead, put your heart and efforts into connecting with the people in your life.  You are a human being, just like your lowest paid employee. You put on your pants the same way as everyone else, act like it. Don’t be afraid to show your human side to people. Be humble. Not only will you get more respect, your employees will work harder for you. People respect people, not machines.

“Being a part of human to human interaction is something I’ve enjoyed immensely.”

5. Trust your People

If you don’t trust the people you hired, you shouldn’t have hired them. And if you do trust your people, show it. Micromanaging your employees will only make them feel unwanted and unnecessary. You hired them to do a job, so let them do it their way.

Accept people as they are. Being flawed is a part of being a human being, and they will get it wrong from time to time. Again, let go of perfectionism and trust that your employees have your best interest at heart.

There is a big difference between perfect and excellent. You can always strive for excellence, but you should never chase perfection nor should you expect it from others. It is a race that cannot be won. Embrace failure. Trust yourself and your employees. Apply this to your life and business, and you will be successful.

How have you embraced, or let go, of perfection? Comment below!

Ben Walker is a CEO, entrepreneur, and visionary leader that enjoys helping others become successful in business. Ben’s company Transcription Outsourcing (www.transcriptionoutsourcing.net)  provides user-friendly and cost effective transcription services for the medical, legal, law enforcement, and financial industries for organizations all over the world. Ben is a sought-after thought leader and has made contributions to publications like Entrepreneur Magazine, The Associated Press, Inc. Magazine and Forbes. Follow Ben’s Tweets: @benjaminkwalker.

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The Entrepreneur’s Reading List That Transforms Ideas Into Empires

These must-read titles and writing insights reveal how entrepreneurs turn bold ideas into empire-level success.

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top entrepreneurship books for business growth
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Entrepreneurship is powered by stories—of accomplishment, failure, and decision moments that define businesses. Books are maps, providing insight from individuals who’ve traversed the road ahead. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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how to build a business empire
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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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