Andy Stanley
The Upside of Tension
Myth: if you are a great leader (or org) you solve all your problems and are tension free.
Truth – great leaders leverage tension & problems to be a growth engine.
I. Every org has problems that shouldn’t be solved and tension that shouldn’t be resolved.
The third option is to manage problems or tensions.
If you “resolve” some tensions, you will create new tension.
If you “solve” a problem incorrectly, there will be more problems & barriers to progress.
Progress depends not on the resolution of those tensions but on the successful management of those tensions.
II. To distinguish between problems to solve and tensions to manage, ask the following:
A. Does this problem or tension keep resurfacing?
B. Are there mature advocates for both sides?
C. Are the two sides really interdependent?
III. The role of leadership is to leverage the tension to the benefit of the org.
A. Identify the tension to be managed in your org.
B. Create terminology.
If there are two options & two opinions – it becomes win-loose. This is where a third term is needed.
C. Inform your core team.
D. Continually give value to both sides.
E. Don’t weigh in too heavily based on your personal biases.
Understand the up side of the opposite side.
Understand the down side of your side.
F. Don’t allow strong personalities to rule the day.
I need passionate people who will champion their side, but are also mature enough to understand the tension & bigger picture.
G. Don’t think in terms of balance. Think rhythm.
As a leader, never try to be “fair”.
Conclusion:
As a leader, one of the most valuable things you can do for your org is differentiate between tensions your org will always need to manage vs. problems that need to be solved.
