Polarity Mangement

GETTING THE BEST OF BOTH SIDES

and
Why Polarity Management
The existence of groups like the Austin Emergent Church Cohort is proof
enough that today’s church is in motion, a journey of evolution and
revolution that has existed since the beginning. How we manage the
journey defines for us individually, and as a result collectively, the
movement of the church.

Borrowed from applied organizational science, polarity management

provides a neutral structure in which we can compare, discuss, examine
and, more importantly, put into action, positive elements of any paradox
or polarity. It will allow us to focus on root issues relating to the mission,
purpose, organization, management, structure, support (and everything
else) relating to the transition.

More about polarities

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 All change efforts are more effectively seen as part of a
polarity map and process.
• The polarity will be: Unavoidable, Unsolvable, Indestructible
• Seeing the change as part of a polarity increases: Attainability,
Speed, Sustainability
• Treating a polarity as if it were a problem to solve:
Reduces the attainability
Slows down the process by increasing resistance
• Even if the resistance is overcome, the goal of the change is
inherently unsustainable
• Tying your change effort to a polarity increases sustainability
because polarities are indestructible
• Because polarities are unavoidable, unsolvable and
indestructible, any polarity that you identify will be relevant for
the rest of the organization’s life and will have been managed in
some form since the organization began.

Some polarity examples are

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 Alternatives That Create Tension
Business Examples

Centralized Coordination or Decentralized Initiatives

Recognize the Individual or Recognize the Team
Reduce Cost or Improve Quality
Competing with Others or Collaborating with Others
Stability or Change
Vertical Systems or Horizontal Systems
Celebrating Our Differences or Celebrating Our Commonalities
Individual Development or Organization Development
Directive Decision Making or Participative Decision Making
Care for My Part of the Organization or Care for the Whole Organization
Showing Respect for Every Person or Showing Respect Based on Performance

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 Alternatives That Create Tension
Some Examples for Church

Non-Christians as Enemies vs. Non-Christians as Neighbors

Focus on the Individual or Focus on the Denomination
Competing with Others or Collaborating with Others (denominations, religions etc)
Celebrating Our Differences or Celebrating Our Commonalities
Centralized Leadership and Authority vs. Congregational Governance
Directive Decision Making or Participative Decision Making
Standardized Worship vs. Changing Worship
Individual Growth or Church/Denomination Growth
Care for My Part of the Organization or Care for the Whole Organization
Showing Respect for Every Person or Showing Respect Based on Performance

CAN YOU THINK OF OTHERS?

CAN YOU “REFINE” SOME OF THE ABOVE?

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USING THE MODEL

WORKING TOWARD BOTH, AND

LEAVING EITHER. OR
 Higher Outcome
(Positive Side of
Polarities A & B)
List the positive affects List the positive affects
of concentrating on of concentrating on
Polarity A to the Polarity B to the
exclusion of Polarity B exclusion of Polarity A

1. 1.
2. 2.
3. 3.
Polarity Polarity
Side –A- Side –B-
1. 1.
2. 2.
3. 3.

List the negativee List the negative affects

affects of concentrating
on Polarity A to the
exclusion of Polarity B
of concentrating on
Polarity B to the
Lower Outcome exclusion of Polarity A
(Negative side of
Polarities A & B

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SIMPLE POLARITY EXAMPLE

Life

Get Clean out

Oxygen Carbon
Dioxide
Inhale and Exhale
Too much
Carbon Too little
Dioxide Oxygen
Death

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Green Flags**
Action steps to gain or maintain the positive
results from focusing on this left pole.
1. Create clear projects with measurable
outcomes
2. Tie compensation to performance.
3. Align talents with responsibilities
4. Create learning opportunities on the job
5. Listen and respond to client needs
Red Flags***
Measurable indicators (things you can count)
that will let you know that you are getting
into the downside of this left pole.
1. Increase in sick time
2. More expressions of frustration with work
3. Increase in complaints about being
overwhelmed
4. Increase in concerns of absence or neglect
by spouse/family.
Getting To The Action Part
Higher Purpose = Why Balance This Polarity?
Competitive Advantage
**
Positive results from focusing on this
left pole:
1. Business goals are met
2. People are energized by:
* Opportunities to learn on the
job
* Responding to challenges
* Sense of accomplishment
3. Client needs are met
4. Earn a paycheck /org. can pay
the paychecks
Work and
Negative results of over-focusing on
this left pole to the neglect of the
right pole:
1. Individuals’ interests neglected
2. People are drained by:
* No time for outside interests
and stimulation
* Burn out - no renewal time
* No time or energy for the
community
3. Family needs neglected
4. No quality relationships outside
of work.
Deeper Fear from Lack of Balance?
Can’t Compete
Green Flags
Action steps to gain or maintain the positive
results from focusing on this right pole.
1. Allow for planned vacations
Positive results from focusing on this
2. Allow time to pursue outside interests
right pole:
3. Provide recovery time after intense
1. Individuals’ interests are met
project completion
2. People are energized by:
4. Respect individual family needs and
* Pursuing outside interests traditions
* Time for renewal – mental & 5. Recognize work done in the community
physical
* Contributing to community
3. Family needs are met
4. Have quality relationships
outside of work
Life
Red Flags
Negative results of over-focusing on Measurable indicators (things you can count)
this right pole to the neglect of the that will let you know that you are getting
left pole: into the downside of this right pole.
1. Business goals not met 1. Reduction in profit margin
2. People are drained by: 2. Clients complaining about neglect or
poor service.
* Lack of professional learning
opportunities 3. Increase in complaints about lack of
accomplishment and boredom
* Lack of work challenges
4. Personnel or pay check reductions
* No sense of work
accomplishments
3. Client needs neglected
4. No pay check / no money for pay
checks.
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