How to Manage Dynamic Tensions — and Master the Balancing Act

Any leadership position comes with its share of challenges. But, as a leader, your toughest job may be the balancing act you face: that of dynamic tensions in the workplace that can either inhibit or foster both short- and long-term success.

Oftentimes, these tensions may seem contradictory — the idea of juggling them almost impossible. But an effective leader finds a way to maintain equilibrium by knowing when to tighten one area and slacken the line in others.

Below are four common workplace tensions, as well as how to find the sweet spot for each.

1. The Two-Way Street: Internal vs. External

My consulting firm requires me to focus on my customers and their needs, while simultaneously ensuring we have the internal processes required to deliver a high level of service. The secret is to keep both sides of the equation in focus.

That said, it doesn’t take much for internal changes to capture my attention, causing me to lose sight of external factors (which should be driving those changes in the first place).

As a leader, it’s vital that you make a concerted effort to focus on both internal and external environments. By keeping a pulse on customer interests, you’ll be better equipped to align the systems and processes required to act on that knowledge.

2. Lean on Me: Stability vs. Flexibility

As a leader, the stability side of this equation probably comes naturally. You know it’s your job to drive a clear, compelling vision and strategy. The tough part is building a few well-oiled hinges into your statuesque exterior. After all, a clear vision and mission won’t get you far without a certain degree of nimbleness.

I’ve worked with clients who had compelling visions for the future but couldn’t get their people on board; I’ve also worked with leaders adept at firing up their teams but lacking an ability to establish a meaningful direction. It truly is a balancing act, and, like any other, it takes practice.

3. Now You See Me: Short-Term vs. Long-Term

If growing a small business in a highly competitive industry has taught me one thing, it’s how to manage the short-term versus the long-term. At gothamCulture, we make sure we don’t lose sight of the bigger picture by clearly defining our roles and responsibilities. In our case, that means some partners focus on client service and operations, while others zone in on running and growing the business. This approach has helped us keep both sides of the equation in focus as we’ve grown.

4. Now Listen Here: Leading vs. Managing

The “leading” versus “managing” tension is as common as it is difficult to master. Management is the ability to refine existing processes for maximum efficiency. Leadership is the ability to effectively drive change when needed.

Both are critical to organizational success, but these two forces constantly pull against one another. There are charismatic leaders innately skilled at igniting passion and managers who have perfected the art of refining processes — both are valuable.

The secret to this balancing act is managing in a way that aligns with your organization’s overarching goals, values, and aspirations while creating change that drives your organization forward.

Do You Have What It Takes?

Though adopting a balanced approach may sound simple, it’s anything but. It requires constant monitoring to maintain equilibrium, sometimes placing extra emphasis in one area or scaling back in another. To do so, it’s crucial to adopt the following attributes:

• Resilience: In today’s dynamic marketplace, maintaining a delicate balance relies on your ability to cope, bounce back, and revitalize — even in the face of setbacks.
• Vigilance: Constant attention to detail ensures your business doesn’t swing too far one way or the other.
• Openness: Yes, you shoulder the responsibility of managing expectations, but staying open-minded is still imperative. New ideas can bring innovative ways to get the job done.
• Humility: The trait of confidence is a fantastic motivator and provides a sense of stability in tough times. But it rides a fine line with cockiness — a quick path to revulsion. A quiet confidence that suggests humility is important for instilling trust as well as loyalty.

By learning to find equilibrium in workplace tensions, you’ll find more than balance in these delicate equations. Because when you find that sweet spot of push and pull, everyone wins: your people, their performance and productivity, and your business.