Making Tough Leadership Calls: Problems vs. Polarities

A member of your team has requested $3500 to pay for an important certification course, but your Director recently reinforced the priority of controlling costs this year. How can you make the best leadership decisions when confronted with messy problems like this?

When it comes to strategic decision-making, middle managers are often tasked with navigating ambiguous situations where there is no clear “right answer.” While some challenges can be approached as straightforward problems to solve, others require a more nuanced approach. Recognizing the difference between a problem and a polarity—and knowing how to navigate between competing priorities—is a crucial leadership skill.

Not All Challenges Are Problems

Problems typically have a clear solution. They can be analyzed, risks can be assessed, and a course of action can be chosen. However, polarities are different. They represent a spectrum of competing priorities where neither side can fully address the situation alone. Instead of solving polarities, leaders must manage the balance between them.

Understanding the distinction is more than an academic exercise. It impacts how you make decisions, communicate with your team, and drive long-term success. Here is a practical guide to identifying and managing polarities in your role as a leader.

1. Recognize the Polarity

The first step in managing polarities is recognizing when you are dealing with one. If the situation involves two competing priorities that both offer benefits, you are likely dealing with a polarity.

For example, imagine a new leader in a manufacturing plant deciding between investing in automation (efficiency) or manual labor (flexibility). Both options have value, but neither can address all operational goals independently. Recognizing this as a polarity helps the leader avoid framing it as an either-or problem.

2. Assess the Benefits of Each Pole

Once you identify the polarity, assess the value of each pole. Ask yourself:

• What do we gain by prioritizing one pole?
• What might we lose if we neglect it?

For instance, a retail manager balancing inventory levels must weigh the benefits of keeping shelves stocked (customer satisfaction) against the operational costs of excess inventory. Understanding these trade-offs allows for more informed decision-making.

3. Map the Interdependencies

The poles in a polarity are not isolated; they influence and depend on each other. Mapping these interdependencies helps you see how investing in one area can support the other.

For example, investing in employee training today may reduce costs in the future by improving productivity and reducing turnover. A restaurant group manager might introduce a culinary certification program for chefs. While this initially increases costs, the long-term benefits include better food quality, faster preparation times, and improved team morale.

4. Define Triggering Events for Adjustment

Effective polarity management requires monitoring and adjustment. Define clear signals or metrics that indicate when it is time to shift focus from one pole to the other.

For instance, a manufacturing leader might decide to shift resources from automation to labor when product demand becomes highly variable. Or, a training budget might be reduced once 80% of a team achieves a key certification, allowing resources to be redirected to other priorities.

By establishing these “triggering events,” leaders can stay agile and responsive without losing sight of long-term goals.

Guide Your Team Through Ambiguity

While navigating polarities, leaders must also guide their teams through the inherent ambiguity. Teams look to their leaders for clarity and direction, even when the environment lacks certainty. By openly communicating the rationale behind decisions and involving the team in discussions about balancing priorities, you can build trust and resilience.

The ability to distinguish between a problem and a polarity is an essential skill for middle managers. Recognizing polarities, assessing their benefits, mapping interdependencies, and defining triggers for adjustment can help you navigate the complexities of modern leadership.

Equally important is coaching your team through the ambiguity inherent in these situations. By fostering a culture that understands and embraces balance, you can drive smarter decision-making and long-term success.

The next time you face a decision, ask yourself: Is this a problem to solve, or a polarity to manage? That simple shift in perspective could make all the difference.

FOCUS Training is a learning and development company focused on equipping people, teams and organizations with the knowledge and leadership skills they need to grow. We work with organizations to customize programs that drive engagement, retain talent, improve performance, and strengthen culture. For more than 30 years, we have worked with organizations and leaders to achieve excellence through understanding and action.