SYSTEMS THINKING RESOURCES
POLARITY MANAGEMENT
Polarity Management
Polarity management refers to the process of balancing conflicting interests, needs, and values in a manner that minimizes negative consequences and maximizes positive outcomes.
It is a strategy used in organizational, inter-personal and international relations to resolve conflicts and maintain stability, by recognizing and managing opposing forces, tensions or contradictions in a constructive and effective way.
Polarity management can be applied to various situations, ranging from organizational change and strategic decision making to personal relationships and international diplomacy.
There are many thought leaders in polarity management (see bottom of the page). We like to leverage Barry Johnson’s process because it is a practical tool that can be applied in a range of situations.
Barry Johnson's Polarity Management framework consists of the following steps:
Identifying the polarity: The first step is to recognize and identify the conflicting interests, needs or values that are causing the tension or problem. This requires a clear understanding of the different perspectives involved in the situation.
Understanding the positive intent: The next step is to understand the positive intent behind each of the conflicting forces. This helps to shift the focus from the problem to the underlying needs and values that are driving the conflict.
Balancing the polarities: Once the positive intent is understood, the next step is to find a way to balance the conflicting forces. This requires an understanding of the trade-offs involved in each situation and the need to find a solution that meets the needs of all parties involved.
Managing the tension: The final step is to manage the tension between the conflicting forces in a way that minimizes negative consequences and maximizes positive outcomes. This may involve finding ways to align interests, negotiate, collaborate, or make compromises.
Barry Johnson's Polarity Management framework is a practical tool that can be applied to a wide range of situations, including organizational change, strategic decision making, personal relationships, and international diplomacy. By following these steps, individuals and organizations can resolve conflicts and maintain stability in a constructive and effective way.
Some of the key thought leaders in the field of polarity management are:
Barry Johnson: He is the founder of Polarity Thinking and author of several books on the topic, including "Polarity Management: Identifying and Managing Unsolvable Problems."
Thomas Kilmann: He is a psychologist and conflict resolution expert who developed the Kilmann Conflict Mode Instrument (KMIA), which helps individuals understand their conflict-handling styles.
Daniel Shapiro: He is the founder of the Harvard International Negotiation Program and author of "Negotiating the Nonnegotiable: How to Resolve Conflict Without Concession."
Roger Fisher: He was a negotiation expert and co-founder of the Harvard Negotiation Project, who wrote the best-selling book "Getting to Yes: Negotiating Agreement Without Giving In."
Douglas Stone, Bruce Patton and Sheila Heen: They are co-founders of the Harvard Negotiation Project and authors of "Difficult Conversations: How to Discuss What Matters Most."
These thought leaders have made significant contributions to the field of polarity management and have helped organizations and individuals to better understand and manage conflicting interests, needs and values.