Have you ever considered the difference between the dependent and independent personality types found in your organization? Having primarily worked with self-employed contractors over the years – relatively independent souls by nature – I have a distinct affection for their thought process over the alternative. Certainly, not all who are self-employed are independent thinkers, no more than all employees are dependent thinkers.
The experienced manager may indeed strive for perfection yet also understands that excellence is a fully acceptable alternative! Targets and timelines must be established to insure that we and our team can reach enhanced levels of performance. Buy-in of all impactful parties is essential in reaching this desired outcome. Only then can we truly exceed even the most reasonable expectations.
One of the most difficult tenants for managers is that of nurturing patience, both in others and in the decision processes being made around them. With maturity and the evolution in our own confidence we can often overstate while we undermine others in their own steady growth curve. Keeping patience in check is essential in reaching the collective success for one’s organization.
We have all grappled with our own expectations relating peak performance for ourselves and others, but we can only hold others to a level of performance consistent with our own in order to sustain credibility. This said, as managers we can never completely understand or assimilate peak performance until it has become fully exhibited, comprehended, and established. We can’t always sustain a standard of peak performance from all of those with whom we come in professional contact. We can expect a commitment to progress in each and every professional relationship we maintain, including the professional relationship we have with ourselves.