Average vs. Excellence: A Delicate Balance

Not too long ago, a team member posed a thought-provoking question: "Imagine someone asks you to complete a task. Would you deliver an average result or put in your best effort?" My response was clear: I'd go all out, crafting a gift of excellence that would delight the recipient.

Sadly, the reality often doesn't align with this ideal. Why? Well, here's my take.

The corporate landscape is predominantly populated by individuals who fall within the "average." They're not necessarily exceptional, and they need to command top-dollar salaries. Such employees may seem easier to influence, nurture, and maneuver within the organization.

It's a simple equation: trading your time for money, optimizing the margin between expenses and revenue, and boosting profitability. However, there's a vital yet oft-neglected factor - the happiness quotient. A happy customer translates to a thriving business, just as a contented employee does. The symbiosis is evident: a joyful worker ensures a delighted customer who, in turn, pays for services or products, ultimately leading to a company's success. So, why the reluctance?

I conducted a small experiment with two prospective employers, offering my skills for two high-level assignments. Surprisingly, the outcome was a resounding "NO" from both.

Here are seven reasons why companies, more often than not, opt for average over excellence:

1. Insecurity.

 Some individuals feel insecure when collaborating with highly skilled or accomplished peers, fearing being overshadowed or rendered inadequate.

2. Ego clashes.

 In situations lacking humility or mutual respect, exceptionally talented individuals might unintentionally alienate their colleagues, causing friction within the team.

3. Fear of competition.

 In fiercely competitive environments, the presence of an exceptionally talented colleague can be perceived as a threat to personal career growth or job security.

4. Communication challenges.

Exceptional individuals sometimes need help to convey their ideas effectively, resorting to technical or specialized jargon that leaves others perplexed, hindering collaboration.

5. Workload distribution.

Concerns may arise that an exceptionally skilled team member could end up shouldering the majority of the workload, leaving others feeling undervalued or unchallenged.

6. Team dynamics.

 A team where one member significantly outshines the rest may encounter challenges in fostering teamwork and collaboration, as it's crucial for every team member to feel valued and capable of meaningful contributions.

7. Lack of recognition.

 Organizations that fail to acknowledge and reward exceptional performance risk demotivating their high-achieving employees, leading to frustration and disillusionment.

In the quest for the perfect equilibrium between average and excellence, organizations need to strike a balance that values exceptional talent while nurturing a collaborative and harmonious workplace. After all, a harmonious blend of both worlds can pave the way for innovation, growth, and lasting success.