Managing Polarities

Balance competing priorities, avoid polarization, and make wiser decisions

1. Introduction

Polarities are interdependent pairs of seemingly opposing values or perspectives that persist over time and cannot be solved by choosing one side over the other. Unlike solvable problems, polarities require ongoing management and balance. If they are not handled well, they have the tendency to polarize teams, groups and organizations. Examples include centralization vs. decentralization, individual vs. team focus, or stability vs. change.

You can recognize a polarity when:

  • A problematic situation is ongoing and recurring; 
  • There are two clear sides to an issue, each having positive and negative aspects;
  • The options are interdependent;
  • People are frustrated and ask for a ‘once-and-for-all’ solution that cannot be provided.

2. When to use this tool

The Managing Polarities tool is most helpful when:

  • You face recurring challenges that seem to have no clear solution;
  • Your team is stuck in "either/or" thinking;
  • Implementing a solution to the problem creates new issues;
  • You need to balance competing priorities or values;
  • There's tension between different departments or perspectives in your organization.

3. How to use this tool

Before addressing a polarity, it is helpful to be aware of the scenarios that arise when they are not recognized or managed effectively. Noticing these issues can be a telltale sign that you are dealing with a polarizing situation. If you have a polarity on your hands that hasn’t been addressed, you may notice the following in your organization:

  • Pendulum swings between extremes, leading to inefficiency and frustration;
  • Neglect of important aspects of work or communication, resulting in unintended consequences;
  • Conflict and division within teams or organizations;
  • Stagnation and inability to adapt to changing circumstances.

To effectively manage polarities as a team, follow these five steps:

  1. Identify the polarity: Name both poles and ensure the team recognizes it as a polarity, not as a problem to solve.
  2. Map the polarity: Create a visual representation of the polarity, listing the upsides and downsides of each pole. Use a four-quadrant diagram with upsides at the top and downsides at the bottom.
  3. Assess the current situation: Determine where your team or organization currently stands in relation to the polarity. Are you overemphasizing one pole?
  4. Define early warning signs: Identify indicators that signal when you're moving too far towards one pole, potentially neglecting the other.
  5. Create an action plan: Develop strategies to leverage the upsides of both poles while minimizing the downsides. Focus on how to move towards a both/and approach rather than either/or.

4. What outcomes to aim for

Effective polarity management should result in:

  • More enlightened decision-making: Since polarities cannot be ‘solved’ but merely managed, and it’s likely that the issue will resurface at some point, effective management empowers your team to look at the challenge holistically and make wiser decisions.
  • Enhanced team collaboration: Effective polarity management will improve the communication and understanding between your team members, as well as reduce frustration and conflict.
  • Dynamism and balance: Understanding that polarities are not problems but balancing acts will enable your team to become more dynamic in their work.

By incorporating polarity management into your leadership toolkit, you can navigate complex challenges more effectively, fostering a more balanced and adaptive approach to decision-making and organizational development.

6. Resources and references

  • Book: Polarity Management: Identifying and Managing Unsolvable Problems by Barry Johnson
  • Tool: Polarity Partnerships

This Creation Tool is filed under:
Business

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