PatrickOD-blog

One of the reasons I started studying organization structures, org psychology, and general organization development was to find more lenses that helped me explain my own experience in the groups I was a part of. Polarity Management is one of those gems that has help tremendously in that effort.

This article takes up the question of whether community based organizations should use participatory or directive management practices. That has been one of the most prevailing issues in every organization I’ve belonged to from Universities to Community Organizing Groups. The article I’ve written here introduces the concept of polarity management to understand this common dilemma.

Comments from readers:

“I just finished reading for the third time, BREATHE! I am totally using it in my presentation tomorrow at the Young Women of Color and Trans Leadership Symposium. Just what I needed.” - Adriann Barboa, Young Women United, Albquerque

“Yay polarity management! I can’t wait to put this to use!” - Radha Patel, United Nations Population Fund, New York City

“I think the article hits on a great issue CBO’s face on a regular basis. Damn, if only we would have known this earlier.” - Ray Padilla, High School Teacher, Las Cruces

Over the years there have been competing trends in community based organizations, and particularly in community organizing groups. One trend has called for participatory management. This approach is in response to legitimate concerns over the downsides of directive management, which include autocratic decision-making, the inability to tap the wisdom and leadership of members and staff, and abuse of power.

The other trend has called for a “strong hand” and directive management. This has been a response to equally legitimate arguments in organizations that have become unable to manage themselves and have become immobilized…

due to the resource-intensive process of consensus building and inclusive decision-making. In fact, some have seen that in their very attempt to strive for more participatory management they have found the opposite: staff members who are unable to make decisions, feel disempowered, shoulder a lot of responsibility and possess little actionable authority in their roles. In short, a lack of individual freedom to take action over the work that is in their hands. This negatively impacts the organization’s ability to fulfill its mission including draining resources, decreasing morale, and wasting attention and energy.

So, which is best suited for community based organizations? Which approach causes the most harm? …

For the rest of the article click here: Full Article