Busting the Myth: Perfectionism is Not A High Performance Trait After All | Harrison Assessments

Busting the Myth: Perfectionism is Not A High Performance Trait After All | Harrison Assessments Using Harrison Assessments to Avoid Perfectionism and Perfectionist Cultures Ganga Harvey Broadly speaking, perfectionism is an irrational desire for flawlessness, combined with harsh self-criticism and a drive to correct one’s own imperfections. Perfectionism shows as a strong sense of control […]

Do You Work in a Perfectionist Culture?

Do You Work in a Perfectionist Culture? The Perfectionist Organisation Ganga Harvey I hear Execs saying with pride “Our organisation strives for perfection”, or “We are a perfectionist organisation.” My heart sinks a little. Perfectionist cultures create a catch-22* situation. The perfectionist culture appears to be hard working and achievement-focused, but is damaging to performance […]

Is your Employee Engagement Survey Working for You?

Do it Differently – Employee Engagement The traditional approach to Employee Engagement Surveys is that the survey respondent is anonymous and that the results of the survey reflect on the Manager. We want to think differently about Employee Engagement. Please check out the free offer at the bottom of this article. What if we could […]

We are a Social Cause Organisation – Can we be Permissive with our Staff?

Organisations who work with volunteers and social cause staff face particular challenges in managing and leading their staff–for example: Not for Profits, Purpose for Profits, religious organisations, higher education institutions, professional societies. But should they be any different to a profit focused organisation? We are a Social Cause Organisation – Can we be Permissive with […]

Workplace Paradoxes – Tensions of Direction

There are many paradoxes in organisations – elements which are actually under tension, yet to be successful, an organisation must provide both elements. I will call them Organisational Paradoxes. For example, the need for strong personal reputation and career growth vs the requirement for strong individual contribution to the business / organisation goals and growth […]

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