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Perfectionism: Successful Trait or Destructive Weapon?

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Perfectionism

In today’s world, perfectionism is seen by many as an admirable trait. People that want everything to be perfect and cannot accept even the slightest flaws are what we call “perfectionists”. The thing is, there is no such thing as perfection. There is only the illusion of perfection, and anyone that chases it is tilting at windmills.

What’s worse is that perfectionism can also negatively affect your health. Gordon Flett, a psychology teacher of York University from Canada has been researching this phenomenon for more than 20 years. He explains that it’s normal to want to be perfect in one aspect of life, such as your job. However, when the need to be perfect encompasses the entirety of your life, it becomes extremely stressful, which will strain relationships and cause health problems.

Are you a perfectionist? Professor Flett and his colleagues studied the phenomenon and identified three types of perfectionists.

  • Those that are self-oriented. People that fall into this category concentrate to reach the high standards that they have set for themselves.
  • Others that direct their perfectionist obsessions on other people. Imposing standards that are difficult to rise up to.
  • Then there the so-called socially prescribed perfectionists. They consider that other people in their lives, like parents, professors or bosses want them to be perfect. In their struggle to conform to the high standards set upon them, people can greatly suffer due to high stress.

The third type of perfectionism is most often found in people suffering from work-related anxiety. What makes matters worse is that this type of perfectionism can lead to emotional loneliness. Perfectionists may not have control over their feelings, which can lead to denial and an unwillingness to seek out help.

“Pleasure in the job puts perfection in the work.” – Aristotle

Psychologists all over the world are very interested in the cause and effects of perfectionism because of its link to a significant amount of psychological problems. The main points that most psychologists can agree on are:

  • Perfectionists tend to act according to high standards and expectations that are very hard or even impossible to rise up to.
  • Perfectionism interferes with performance when standards are too high.
  • Perfectionism is associated with psychological problems such as obsessive-compulsive disorder, general anxiety, social anxiety, depression, excessive fury or anorexia.

Asserting whether or not a standard in your life is unrealistic can be done by asking yourself these questions:

  1. Can this thing be achieved or not?
  2. How useful is it to have these expectations?
  3. What are the costs and benefits of having this high standard?
  4. Is it useful in the long run?
  5. Am I capable of adapting my standards and changing my opinions when needed?

All these questions can be very helpful when you have doubts regarding expectations that you have of yourself or others. If you start losing yourself in endless justifications, then something’s not right. You’ve built protective walls and your mind is looking for justifications. Stop and ask yourself what does being perfect protect you from. What’s lying underneath your perfectionism?

The many faces of perfectionism

Perfectionism comes in many forms and can manifest itself in a lot of areas of life. Here are some areas where unrealistic standards can create problems: work or school performance, cleanliness, organizing and planning activities, writing, speaking, physical appearance, health and personal hygiene.

You might have experienced perfectionist attitudes from a boss, a parent or a partner. It’s not easy to live or work with people like this. The relationship will constantly be affected by high and rigid standards paired with frequent outbursts of anger.

Most perfectionists aren’t even aware of their condition. They hang on to the fact that this continuous search for perfection is merely the definition of a properly executed activity. Ironically, oftentimes this perfectionist attitude is an obstacle to success.

Better finished than perfect

A perfecționist would say: “My blog isn’t ready because it’s not perfect. I’m not sure of how my perfect client would look like. I can’t launch it without knowing exactly who I’m selling to.” Perfectionists build half-finished bridges that lead to nowhere because it’s difficult for them to finish what they have begun.

Finish what you’ve started. Don’t let this kind of attitude stop you from starting or finishing a project. You can always improve what you’ve already done (except when it comes to art, but that doesn’t have to be perfect either).

“The true work of art is but a shadow of the divine perfection.” – Michelangelo

Use minor failures to your advantage

Rather than focus on how difficult it is, simply do it, hit the obstacle and analyze the result. You will have lots to learn from your minor failures.

Delegate

That old saying: “If you want something done right, you have to do it yourself” can be a somewhat of a double-edged blade. While it is indeed important to take action, doing everything by yourself will lead to slow progress and eventual burnout.

Be realistic regarding how much time it takes to get a specific action done and assess whether or not you need an extra person or a team to get it done. Odds are that you can’t do it all by yourself. Delegating will leave you space to work ON your business while others are working IN it.

Perfectionism is indeed a toxic trait and many ambitious people fall in this trap. The same as many other aspects of life, balance is key. There are some ways to combat the toxic patterns of perfectionism. Being more tolerant to mistakes, more confident in the face of failure and more patient when it comes to getting things done are just a few ways to pave the road to success by eliminating perfectionism from your life.

Can you think of a situation where perfectionism held you back and how you managed to overcome it? Comment below!

Adrian Szasz is a writer, musician and editor-in-chief at Groovehunt and contributing editor at Nootrodelic. His passion for creating music lead him to constantly improve himself by fighting procrastination and maximizing his productivity.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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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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