Management of Tension
I believe one definition of great managers is their ability to manage tension. Tension isn’t restricted to employees but extends to customers as placing them in tension is a sure way of successful tension marketing. We have choices and the tension of making a choice is shared among all of us.
Let me start with an example and show how tensions interact to create threats and opportunities. Let me take on a horizontal axis the two opposites of We and Me. I work with a team I want the team to be successful with my conflicting desire to be successful myself. Would I prefer the We more than the Me? There is a tension between the extremes.
This is the Dimension of Relations between We and Me.
There exists another tension between sticking to my differences or join the similarities between the members of a group. If I wish to be authentic I need to stick to my differences at the expense of conflicting with the group and may be expelled for my deviant behavior.
This is the Dimension of Content. The tension exists between keeping the Me authenticity and following the similarities that glue the group members together.
Now it is time to join the two Dimensions of Relations and Content together. For more elaboration please visit this linkThe vital space is the space within the circumference. We may be within the boundary falling inside or outside the circumference. Inside the conference we have the following patterns.
Between Me and Similarities- seeking balance between being Me and keep Similarities. It is the exchange zone. It is the challenge to get inspiration from similarities while being Me.
Between Me and Differences- the tension to keep the balance between being Me and coping with Differences. It is recognizing the differences and still being Me.
Between We and Differences- the tension of keeping the balance between sticking together while respecting our differences. It is the need to feel safe in a stormy zone.
Between We and Similarities- the opportunity for group members to learn from each other. It is the realization of the need for a shakeup to avoid similar thinking and adhering blindly to the group.
In every zone there is the tension of being in balance. If not, we shall be thrown outside the Circumference of Confidence. This what shall happen. It is the dreadful 4Fs
Instead of getting inspiration from being Me while justifying similarities we get thrown out of the Circumference to end up in the first F- that is Flee. Many talents get bored and flee the organization because of being bored.
The challenge may turn into fight. This is the second F (Fight). The challenge offers the opportunity to learn and advance; instead it could turn the challenge into severe fight.
We need the structure to help the group members to advance together and be conducive to their interests and differences with others. If not, the third F will be the result and that is Freeze.
Similar birds flock together (the fourth F is flocking). That what shall happen if we all end up in having similar ideas. As much as we want differences, so we need similarities. It is the balance between the two.
The manager should assume the role of a ruler if people start to flee to put things in order. Or, if similarities overwhelm he can be an inspirator.
Likewise; the manager or leader needs to act as strategist or negotiator depending if in the challenge zone people are more towards Me or Differences.
In the Structure zone, the manager or leader needs to act like a warrior if people are drifted towards Me and a mediator if they are adrift towards differences,
In the dialogue zone the leader or manager needs to act as a joker if people are drawn to similarities than being the We and as a prophet if people are more of We than finding gluing similarities between them.
One last point is the need of virtual groups to have a supporting structure and to encourage dialogue. beBee as a platform communication does this job brilliantly. I tested my beBee webpage and got the following results.
Bravo beBee- you are doing a great job as proven by measurement.
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التعليقات
Ali Anani
منذ 6 سنوات #26
I am the one who thanks you dear . While reading your comment I could relate it perfectly well with the Circumference of Confidence. I enjoyed very much your writing "tease out" the tension because this way people will breathe out their opinions and feel they have a role. This doesn't mean accepting every opinion and thought; more it means giving the individual the right to feel important and part of the discussion. If not, exactly what you said "...these opinions can explode to the surface, sometimes creating incredible tension which could take days or weeks to dispel or, on the other hand, turn into an excellent learning experience". You are both a leader and manager in one.
Ali Anani
منذ 6 سنوات #25
this is splendid comment Harvey Lloyd. Establishing a tipping point is surely a creative way to upgrade group's thinking. This idea is worthy of a buzz on its own.
Ali Anani
منذ 6 سنوات #24
Harvey Lloyd
منذ 6 سنوات #23
My previous comment really does walk through your slide share by watching the video. You can see that the individual overcame embarrassment to lead. He performed long enough to get another to join. The third individual began the thought that those who were not participating were missing something. Momentum within change is the holy grail of success. Getting that core energy to bring others on board with leaderships direction. I had forgotten about this technique in leadership. Thanks for the reminder.
Harvey Lloyd
منذ 6 سنوات #22
Ali Anani
منذ 6 سنوات #21
Great call and sharing of the buzz Harvey Lloyd
Ali Anani
منذ 6 سنوات #20
I tackled the issue of Group Think and the process to improve it in my presentation: https://www.slideshare.net/hudali15/unequal-opposites I wonder what Harvey Lloyd think of it. I must say It addresses this line in Harvey's comment "Only you can generalize the processes and adapt them for your organization".
Harvey Lloyd
منذ 6 سنوات #19
Harvey Lloyd
منذ 6 سنوات #18
I agree with CityVP \ud83d\udc1d Manjit at the macro level. Within small business though there appears to be two traps that one can fall in as a leader. Specifically those leaders looking for innovative ways to take their companies into the ever changing world. 1.Group think. A successful person posts, prints or distributes the 12 step program to success. Their success was uniquely theirs and within variables that you may share very little. Your skills, world view and processes that have lead you to where you are today. 2. Believing group think is bad. The goal of a leader is to obtain objective thinking along a series of goals, healthy group think. Stated another way, aligning people within the part of success that they can see their contribution and reap benefit. They have to think that of the best objectivity available will not be applied. Another old buzz word was Buy-in. I am beginning to recognize that the internet has allowed us to see at a pace the ever changing landscape of current "thinking". Now that we can see it, a new paradigm has emerged. If i am to come up with the latest and greatest leadership, success or management theory, i have to disprove the others. Each small business is made of people, systems and choices. This signature is not easily changed. We cant rip out the old and replace it with the latest 12 step program, verbatim. But we can begin the journey of change and produce a hybrid, generalized system that resembles the steps while retaining or uniqueness. Caution should be used, information is just that, information. Only you can generalize the processes and adapt them for your organization.
Ali Anani
منذ 6 سنوات #17
Debasish Majumder
منذ 6 سنوات #16
you are truly an excellent mentor by all means sir Ali \ud83d\udc1d Anani, Brand Ambassador @beBee! thank you for your enriching comment.
Ali Anani
منذ 6 سنوات #15
Birds indeed don't flock together as it is an emerging property. They follow simple steps. We tend to rule by command and so few things emerge naturally dear Debasish Majumder. It is interesting that it is called the Circumference of Confidence. Like a drop of water it would this way have the least surface tension. Assuming it stays circular. Thank you also for sharing the buzz and for your good words.
Ali Anani
منذ 6 سنوات #14
- CityVP \ud83d\udc1d Manjit- thank you for your great comment and sharing of the buzz. The Circumference of Confidence was first proposed by Eelke Wielinga (www.linkconsult.nl) and then elaborated upon by http://www.mspguide.org/sites/default/files/tool/42msp_tools_circle_of_coherence_42.pdf. As you did in your comment, I used the step by step approach to explain it and added some new thoughts on its applicability to real life issues. Your understanding of it is sound and the experimentation you suggest by suggesting the Group Think, Polarization, Conflict and Disruption. You do open our minds towards new perspectives. This is in agreement with what you wrote "In other words great thinkers create great frameworks for others to think about these things but it opens the door people who turn these models into formula or gospel. The satisfaction here is having someone else do the thinking for us but not push our own selves on to engage our own difficult thinking". You walk the talk my friend. With all honesty I find this model great to expand on even more. For example, how personality types fall within the framework of this model? I am sure our friend Harvey Lloyd will have his word on this particular topic.
Debasish Majumder
منذ 6 سنوات #13
CityVP Manjit
منذ 6 سنوات #12
Irene 🐝 Rodriesco
منذ 6 سنوات #11
I have translated it míster Anani.The infographics is the only thing that can not be translated
Ali Anani
منذ 6 سنوات #10
Thinking again about your comment and the previous two comments I re-posted from you I find this example useful. In a soccer team a player is in a good position to score, but his teammate is in a better position to do so. It is Me who should score thinking that will prompt the player to shoot at goal. If it is we then he shall pass the ball to his teammate. Now, if it was an equal chance or the player is hardly in a less favorable position than his teammate the Me thinking is understood if it prevails. On the other end the player is in a poor position to shoot and still he tries his luck then he is captivated by his thinking. Equally bad is if the player is in a better shooting position and still he passes the ball to his teammate. This could be attributed to low self-confidence and is therefore isn't in a position to act wisely. Yes, we may swing between Me and We and if done for a good reason it should give the best results. I hope this example is relevant Harvey Lloyd
Ali Anani
منذ 6 سنوات #9
Very interesting comment Harvey Lloyd. Familiarity almost leads to "Me". I believe, I trust, I am used to, In my opinion, I think, are examples of familiarityand assumptions that lead us to use Me. Interesting comment because of familiarity we often don't notice that we use Me. Will ponder on this more.
Ali Anani
منذ 6 سنوات #8
I shall try to find a translator to translate the buzz soonet Irene Gonzalez Rodriguez
Harvey Lloyd
منذ 6 سنوات #7
Irene 🐝 Rodriesco
منذ 6 سنوات #6
Ali Anani
منذ 6 سنوات #5
Ali Anani
منذ 6 سنوات #4
Ali Anani
منذ 6 سنوات #3
Ali Anani
منذ 6 سنوات #2
Ali Anani
منذ 6 سنوات #1