A decade ago, leaders would agree on a strategy and focus on it relentlessly. Grow, grow, grow,\u00a0<\/em>the mantra might be; don\u2019t get hung up on cost savings or consolidation.<\/p>\n Then the downside of a growth-only focus would appear \u2014 bloated infrastructure, cost overruns, inefficiencies \u2014 and the pendulum would shift the other way: Cut, trim, be efficient<\/em>.<\/p>\n Today, if you ask the question, \u201cShould I focus on growth or efficiency?\u201d<\/em> the answer is likely to be: Yes. Focus on both. And do both well.<\/em><\/p>\n The truth is, a lot goes unresolved in every workplace. You race to produce short-term deliverables, while long-term goals loom unaddressed. Individuals hammer away at their tasks, while team progress stagnates. You struggle with the balance between building workplace relationships and just getting the work done.<\/p>\n The bad news is that there are no solutions to these problems. The good news is that these aren\u2019t problems. These are polarities<\/strong>.<\/p>\n This both\/and<\/em> thinking is making life more complicated for managers up and down the organization. But it stems from the reality that everything isn\u2019t just another problem to solve.<\/p>\n Build your team\u2019s ability to recognize a problem vs. a polarity<\/a>, and their capacity for handling polarities in leadership. Partner with us to craft a customized learning journey for your leaders using our research-backed modules.<\/p>\n Available\u00a0leadership topics<\/a> include Change & Disruption, Collaboration & Teamwork, Conflict Resolution, Leadership Paradox & Polarity Training<\/a>, Thinking & Acting Strategically, and more.<\/p>\n We usually think of polarities in adversarial terms, such as:<\/p>\n And while it\u2019s easy to see these alternatives as directly opposed and in conflict, in truth, polarities are complementary and interdependent.<\/p>\n Polarities aren\u2019t just about business strategy; they show up in choices about leadership and culture, too. What is the right choice? Empathy or toughness? Keeping control or empowering others? Staying on task or working on the relationship?<\/p>\n To work with polarities, you need to be able to see both perspectives clearly and at the same time. The trick isn\u2019t to solve a polarity or to make a choice and move on. Instead, you handle a polarity by first recognizing what it is<\/strong>,<\/b> and second, learning how to mentally and practically move through the ebbs and flows a polarity presents.<\/p>\n Take the example of tasks and<\/em> relationships. Teams who come together quickly to solve urgent problems immediately face the challenge of quickly engaging the team in the essential tasks and\u00a0<\/em>establishing quality working relationships.<\/p>\n If the team focuses exclusively on getting down to business and results, then the team can fail to bond in critical ways, which leads to a lack of trust and commitment. On the other hand, if the team overemphasizes relationship-building, the team is at risk of not meeting its objectives.<\/p>\n But that\u2019s not to say that your poles must always be in balance. There will be times when a given pole must take precedent over its counterpart.<\/p>\n Managing polarities can also help with unnecessary conflict. Many teams incorrectly identify an issue as either\/or<\/em> and have \u201csides\u201d as a result. Polarities let both sides be right, and the organization wins.<\/p>\n What does this look like in practical terms?<\/p>\n We draw on the work of Barry Johnson, creator of Polarity Thinking\u00ae<\/sup>, in various leadership programs<\/a> and in our customized leadership development<\/a> engagements with clients,\u00a0to help teams better understand and respond to issues that don’t have fixed solutions.<\/p>\n The next time you\u2019re wrestling with a challenge or conflict, ask: \u201cIs this a problem to solve or a polarity to deal with?\u201d<\/i><\/p>\n If you stop asking \u201cCan<\/em> we have both?\u201d and instead push for ideas and answers around, \u201cHow<\/em> can we have both?\u201d you\u2019ll find new approaches that allow you to move forward.<\/p>\n Build your team\u2019s ability to recognize a problem vs. a polarity, and their capacity for handling polarities in leadership. Partner with us to craft a customized learning journey for your leaders using our research-backed modules. Available leadership topics<\/a> include Change & Disruption, Collaboration & Teamwork, Conflict Resolution, Leadership Paradox & Polarity Training<\/a>, Thinking & Acting Strategically, and more.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Sometimes leaders think they have a problem. Really, they’re faced with a polarity: an ongoing dilemma that feels unsolvable. How can leaders identify and handle workplace polarities?<\/p>\n","protected":false},"author":130,"featured_media":48583,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-48578","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-polarity-paradox","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\nUpskill Your Team on Managing Polarities<\/h3>\n
What\u2019s the Difference Between a Problem and a Polarity?<\/h2>\n
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How Leaders Should Handle a Polarity<\/h2>\n
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Ready to Take the Next Step?<\/h2>\n