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The Paradox of Best

The discussions on my previous post on BizCatalyst 360° and shared in brief on LinkedIn titled “Never Make These Mistakes”  brought huge discussions. Ideally, we want the best of every best, but is this possible?

A comment by @Dennis Pitocco  highlighted the paradox of having the best of perfectionism and wisdom, Part of his comment reads ”Those with the wisdom of experience do not seek perfectionism”

The discussions were the inspiration to write this post.

We quite often talk about contrasting values such as control versus self-organizing teams. I am raising the #paradox of best of two options so that you may get the best possible of the best.

On the battery setting on my laptop, I took a screenshot of two possible bests: best of battery performance and best battery life. If you want the best of one, it is at the expense of the best of another.

One best may drain another best.

This serves as a #metaphor for the #performance of employees and their work longevity. If we overload them with work, we lose their best performance and may have them resign.

What applies to batteries applies to employees. Overloading employees degrades their performance and shortens their work lives.

The two best options turn into the two worst options.

We need to set the slider between the two bests in a dynamic way. If we feel employees are overloaded, we then had better move the slider to the best life service and vice versa.

This is a dynamic issue- we should keep adjusting the slider.

Please share your thoughts.

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Ali Anani
Ali Ananihttps://www.bebee.com/@ali-anani
My name is Ali Anani. I hold a Ph.D. from the University of East Anglia (UK, 1972) Since the early nineties I switched my interests to publish posts and presentations and e-books on different social media platforms.

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3 CONVERSATIONS

  1. You a pointing to an interesting conundrum, Ali, in that when people feel overworked and either stress out or just resign, the company will have to train somebody else for the job. And while that somebody is being trained, the performance is probably much worse than what the exiting employee delivered, even when they were not pressured unduly. For tasks that just a bit complicated, between 1 and 4 years before the loss of experience has been “repaid” by the new employee is found in broad analyses over multiple functions and organizations.

    So what is the average over time? According to productivity statistics the result is horrible with declining productivity in the US workforce.

    The only “winner” will be those who feel better when they have flexed their power to make somebody’s lives miserable. What an empty pleasure that must be.

    • Data speak louder than words, Charlotte. The stats you provide “For tasks that just a bit complicated, between 1 and 4 years before the loss of experience has been “repaid” by the new employee is found in broad analyses over multiple functions and organizations” are factual.

      There are obvious and hidden costs for replacement of employees.Your comment reveals few of them and they give enough indication why the world-in general- is witnessing rapid decline in productivity.

      I thank you for enriching the discussions with your meaningful comment.

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