As managers, we strive for perfection in everything we do. And often that may lead us to bury some of our flaws—those inherent characteristics that make us relatable, human and give us the ability to build trust among our workforce. The question is, at what point is perfection a bad thing for managers?
To be genuine you have to recognize faults in order to encourage your own personal growth. When you make a mistake, do you shrug it off and ask people to look the other way? Not only is taking accountability important to model for your employees, it is a core element to building trust. The one thing that holds teams together is trust. Trust is built on camaraderie which is earned through mutual respect. Employees will find it inherently difficult to respect you if you don’t take ownership of your own issues.
For example, I have a tendency to under communicate the specifics of task. I get busy and wrapped up in my head and end up being cryptic in my explanation with the expectation that they will: A.) Know what I’m asking for or B.) Ask me more questions to figure it out. Inevitably, everyone hits some level of frustration in this situation. So even though we may go back and forth as questions arise, the initial assignment goals were not outlined properly so the process takes longer. Therefore it falls on me. This is an issue with my management style that I need to address.
The lesson here is that even the best managers have room to grow.
So does this imperfection make me a bad manager? No. It does make me human, though. Every manager, from the store front to the executive desk, has faults. What differentiates us is how we overcome them to be what our team needs us to be. This means taking the extra time to actually make yourself a better manager. Bringing yourself down a notch to relate better to your employees will build stronger ties with them and help your team operate more efficiently as a whole. Showing them how you rise above will bring everyone up.
Unquestionably some managers feel entitled to make mistakes with little or no windfall. But what these managers don’t realize is that you need a direct relationship with your staff. It’s this give and take that builds better teams, and the exchange of “humanism” that makes good managers better. Think about how you could improve the way you work with your team. It will go a long way in building the authenticity and reliability you need to be a strong, consistent force within your organization.
Striving for perfection is not a bad thing. But not realizing your flaws will hinder your ability t work toward the ever elusive state of perfection; simply working to be better than yesterday will go a long way in itself.
By, Danielle Lafontaine, Marketing Communications Manager, Red Book Solutions | 5 Years – Digital & Traditional Marketing Copywriter with Ad Agency and Corporate Marketing Experience | Social Media Guru & Community Builder with B2B and B2C Chops