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Like yin and yang, polarities are interdependent values that support each
other; here’s how this knowledge can be used to improve health care
Polarities are interdependent pairs that need each other over time to
maintain and gain performance. Since polarities are unavoidable, they are
present in every individual, team, organization and nation. Many personal
polarity pairs are immediately recognizable, such as home-work, activity-
rest, intuition-facts, optimism-reality, caution-courage, self-other and
structure-flexibility. Every team or organization is faced with managing the
energy in polarities such as stability-change, global-local, mission-margin,
team competency-individual competency, and part-whole.
Because polarities are interdependent, they need each other and neither is
sufficient alone. Each side is accurate but incomplete without the other.
Polarity thinking is about “both-and” and invites a move away from “you are
wrong and I am right” thinking to “we are both right.” This kind of thinking
supplements our traditional problem solving (either-or) thinking and acting.
We can fill out a polarity map together. Think for a moment about the
upside of work and work life, and add your responses to the map. For
example, you get paid, you have work relationships that enrich your life,
you are able to contribute to society. Now fill out the other side regarding
the upside of home life. You can rest and relax, you have family and
friends, you keep active with personal interests and hobbies.
Now consider what happens in your life if you over focus on work life and
neglect your home life. Relationships at home suffer. You are stressed
everywhere. You may ultimately be less productive at work. Or what if you
were to pay more attention to home life than work? Work relationships
suffer. You might even no longer get paid!
Once the map is filled out, you can create action steps to keep you in the
upsides of the polarities, and early warning signs to predict movement
towards the downside. Because this is a personal polarity, the action steps
and early warnings signs are unique to you and your circumstances. Here
is an example of a map filled out for the polarity of work life — home life:
Work life — home life. This is an example of a map filled out for this
familiar polarity.
At Elsevier, the CPM Resource Center has partnered with Barry Johnson
and Polarity Partnerships to bring polarity thinking to health care. Polarity
thinking is one of the 3 principles foundational to the CPM Framework
(partnership and dialogue are the other two), and it is embedded in all
transformation services. Through work with the CPM International
Consortium, we have identified and mapped the following 13 key
organizational polarities that are occurring in this time of massive health-
care transformation:
Candor — diplomacy
Change — stability
Framework-driven change — project-driven change
Individual competency — team competency
Margin — mission
Medical care — whole person care
Patient safety — staff safety
Patient satisfaction — staff satisfaction
Routine tasks — scope of practice tasks
Standardized care-individualized care
Technology innovation (high tech) — practice innovation (high touch)
Vertical — horizontal
Because all polarities work the same way, it is apparent that organizations
that pay attention to both sides of the polarities are more likely to achieve
their goals related to these polarities and sustain the changes over time.
Our experience has been that this list is congruent with both the strategic
goals and the innovations required by health-care reform.
Employees at one CPM site found themselves struggling with the polarity of
“standardization of the plan of care — individualization of the plan of care.”
Their CPM site coordinator helped them create a polarity map, and they
used polarity thinking as a tool to explore the issue. They created action
steps that led to a more complete standardized plan of care, and they also
became better at individualizing the plan of care. The site coordinator
presented their results at national and regional conferences.
The legacy of today’s health-care leaders will be their ability to lead health-
care transformation at the point of care. This ability depends on a
willingness to supplement traditional problem solving (which they are great
at) with “both-and” thinking. By using polarity thinking, health-care
organizations have the potential to: