Perfection vs. Excellence (Business, Career, Life Coaching Series)

Written by Ruth Zanes

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The bad news is that being a human being means we haverepparttar abilities andrepparttar 135511 failings of human beings. We make mistakes. We get tired. We get distracted. We fail to communicate clearly and accurately. When we set perfection as our goal, all of our actions are based on attempts to conquer our natural human limits with little or no intention onrepparttar 135512 ultimate outcome. The search for perfection limits our ability to act meaningfully.

Acting in accordance with standards of excellence allows us to produce superb results and opensrepparttar 135513 door to experimentation and creativity.

Ruth Zanes has been a Business, Career and Personal Success Coach since 1985. Her broad range of experience prior to coaching includes consultant, business ownership and corporate executive for some of the world’s largest corporations. Contact Ruth at:


Written by CMOE Development Team

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In general, a management coaching meeting should take place only after an employee understands clearly what’s expected and has received feedback at least once that his or her performance is not what it could or should be. However, in some cases, certain significant events may berepparttar focus of a coaching meeting, before they develop into a pattern of behavior. For example, a manufacturer decided that any safety violation – no matter how minor – would be addressed in a coaching discussion and, if significant, could lead to formal discipline.

Coaching involves these critical elements:

  • A two-way dialogue
  • A series of interdependent steps or objectives
  • Specific coaching skills and strategies
  • Courage and conviction
  • A personal sense of humor

The management coaching process has two primary areas of focus: helping an employee recognizerepparttar 135350 need to improve his or her performance and developing an employee’s commitment to taking steps to improve performance permanently.

While all ofrepparttar 135351 steps inrepparttar 135352 C.M.O.E coaching model are important,repparttar 135353 most critical one is often not understood or carried out effectively – getting an employee to recognize and agree that there is a need to improve his performance. That step is equally important whether an employee has a specific performance problem or an employee is an average performer who could do better. Without a felt need for change and greater self awareness, there’s little likelihood that any improvement will occur or that it will be permanent.

The Center for Management and Organization Effectiveness (CMOE) seeks to improve individual leadership and team member skills within organizations.

For professional information on management coaching, visit CMOE.

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