Polarity Mangement

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Polarity Mangement
GETTING THE BEST OF BOTH SIDES
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Why Polarity Management
The existence of groups like the Austin Emergent
Church Cohort is proof enough that todays 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
  organizations 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 Indi
vidual 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

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Higher Outcome (Positive Side of Polarities A B)
List the positive affects of concentrating on
Polarity A to the exclusion of Polarity B
List the positive affects of concentrating on
Polarity B to the exclusion of Polarity A
Polarity Side A-
Polarity Side B-
List the negativee affects of concentrating on
Polarity A to the exclusion of Polarity B
List the negative affects of concentrating on
Polarity B to the exclusion of Polarity A
Lower Outcome (Negative side of Polarities A B
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SIMPLE POLARITY EXAMPLE
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Getting To The Action Part

• Green Flags
• Action steps to gain or maintain the positive
  results from focusing on this right pole.
• Allow for planned vacations
• 2. Allow time to pursue outside interests
• 3. Provide recovery time after intense project
  completion
• 4. Respect individual family needs and traditions
• 5. Recognize work done in the community

• Green Flags
• Action steps to gain or maintain the positive
  results from focusing on this left pole.
• 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

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

• Positive results from focusing on this right
  pole
• Individuals interests are met
• 2. People are energized by
• Pursuing outside interests
• Time for renewal mental physical
• Contributing to community
• 3. Family needs are met
• 4. Have quality relationships outside of work

Life
Work

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.
Red Flags Measurable indicators (things you
can count) that will let you know that you are
getting into the downside of this right pole. 1.
Reduction in profit margin 2. Clients
complaining about neglect or poor service. 3.
Increase in complaints about lack of
accomplishment and boredom 4. Personnel or pay
check reductions

• Negative results of over-focusing on this left
  pole to the neglect of the right pole
• 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.

• Negative results of over-focusing on this right
  pole to the neglect of the left pole
• Business goals not met
• 2. People are drained by
• Lack of professional learning opportunities
• Lack of work challenges
• No sense of work accomplishments
• 3. Client needs neglected
• 4. No pay check / no money for pay checks.

Deeper Fear from Lack of Balance? Cant Compete