Paradoxes of leadership
In the HBR article “Both/And Leadership,” the authors discuss the paradoxes of leadership and the problems that come with consistency. They outline a few examples of paradoxes that leaders often must address.
Consistency is often a quality that we look for in a leader, yet the authors argue that we should challenge this assumption. Do you agree or disagree? Explain.
Share an example of another leadership paradox (not included in the article) that you have experienced or observed in the workplace. How was it handled – as “either/or” or “both/and”? If “either/or,” how could the “both/and” paradigm be applied?
Sample Solution
The idea of consistency as a quality in a leader is one that we have been taught to strive for, however the authors of the HBR article “Both/And Leadership” argue that this assumption should be challenged (Agrawal, William and Weber 2020). They point out how paradoxes exist in leadership, of which consistency often conflicts with. I agree with their argument; ultimately there are certain situations where inconsistency can lead to more successful outcomes than complete adherence to one strategy or decision.
For example, consider two teams working on different projects who don’t communicate well – they may need two very different approaches when it comes to management and incentives. If a leader were consistent and applied the same methods to both teams regardless of their differences then these methods may not lead to optimal results. Instead by being inconsistent and recognizing each team’s individual needs the leader can create better outcomes for both groups rather than forcing them into an unproductive mold (Hershatter & Epstein-Lubow 2018). Additionally, if leaders remain too rigidly attached to old strategies even when presented with evidence showing them new methods could be beneficial then progress will be hindered which could have negative repercussions later down the line (Flawin & Brown 2019).
Overall, while initially some may find inconsistency off-putting due its lack of perceived stability compared to perfect conformity, an open mind and willingness towards change is essential in order for organizations -and thus their leaders-to stay competitive against changing market conditions. To conclude inconsistency does not necessarily signify poor leadership but instead shows a readiness for adaptation; qualities which any successful organization needs from its leaders.
