Polarities Illustrated - Oh, The Drama!

Drama Vignette in the Workplace

Power:

This VP wanted things done his way. Now. No discussion. No questions. If his directions were not followed, you became a target of his anger. There were numerous recounts of him yelling in the office that he was the boss, and people were to do things his way. (Control/Empowerment)

Action:

I jump into the middle - fact finding, seeking to provide data and truth to a CEO who only acknowledges the best in people. (Compassion/Objectivity) As conversations with employees unfold, the stories are numerous, painful and hard for the employees to tell. I meet with the VP. He had a different view. Certain employees are causing problems, not him.

I hold him accountable as the leader for resolving the issue. He apologizes once to the staff. He wasn’t believed by the employees. (Detachment/Empathy)

Stuff Happens:

The situation continues to worsen. The VP is fighting with a peer in the office. People are threatening to sue. The VP resigns, though says he would remain if certain conditions are met. The VP leaves the organization. (Closure/Beginning)

Fast Forward Six Months:

The CEO decides that protecting the reputation of the company with clients is paramount. The VP is back. The VP’s peer is gone. Two staff members quit when they heard the VP was coming back. I’m benched. The returning VP wants nothing to do with me. (Protecting/Risk Taking and External/Internal)

Looking back now, this drama was a story of polarities not managed. Regardless of the polarity, there was a myopic focus on half of the situation. Focus on the preferred and blindness to the other pole was the norm.

What is a Polarity?

Polarities, dilemmas, or paradoxes - situations where there’s not an answer.

Poles are what can appear to be opposite values, yet both are needed for long term success. Inhale and exhale. Active and rest. Both poles need to be attended for a greater purpose to be met. Forget to rest, and you can no longer be active. The need to rest will overpower the desire to be active.

Polarities can only be managed, never solved. The continuous dynamic tension between the two poles will automatically pull the energy back and forth. Ideally, we want to focus on getting the best of each pole and minimize the negative. When we’re in the downward spiral, we’re nearing our deepest fears and spend a lot of time in the downward spiral.

Polarity thinking includes understanding that polarities (or paradoxes, dilemmas or wicked problems) are paired values (often competing) that need each other over time to gain and maintain performance. E.g. inhaling/exhaling, humility/confidence change/stability. Through the lens of polarity thinking a more complete picture is seen avoiding a right/wrong or either/or viewpoint. Instead it maps the way to understand and manage the need for both values for long term, sustainable success utilizing Both/And thinking.

Lessons Learned or Reinforced Again (Action/Reflection)

Polarities are ubiquitous. Whether we see them or not, they impact an organization and all the people within the organization.

The lens used for viewing the situation, making decisions and taking actions was consistently either/or. Throughout the story above, the pole that was focused on is in bold. The other pole was ignored. It was control, without empowerment. It was external focus, without internal focus. With myopic focus on one pole, there was not value and effort to include both/and thinking.

What Are Questions for Reflection?

How can all polarities be seen and valued? How can a pause be created to allow discovery conversations to identify and consider both poles?

What were my blind spots (or missing pole?) One was my detachment from the VP, insisting he does his job. I didn’t add empathy to the discussion and my actions. I joke that I’m compassionate and kick-butt. I left my compassion at the door.

The Infinity Energy Continues

Knowledge about polarities is great. And it’s half only half of the situation. Doing is just as important. (Knowing/Doing) As always, managing both is key. Whether we manage polarities or not, the power of the dynamics will continue. It’s our choice to be informed and take action!

#polarities #poles #leadership