Tension Management, Defined
October 10, 2009 5 Comments
Hi, Everyone!
Several days ago, I asked all of you to come up with a definition of “Tension Management” — and several of you posted or emailed your ideas. Here’s what you’ve all come up with:
“… the skill of maneuvering energy to find just the right tension to complete a task–not too little, not too much.”
“… the ability to know and keep aligned, people’s personal core values, with the values and ethics of a socially conscious organizational mission. It is the mechanism for supporting people in their personal and professional development as well as their job satisfaction and personal fulfillment.”
“… the conscious re-direction of perceptions, beliefs and attachments for a predetermined outcome. In short: Control with a small “c”.”
“… ‘self regulation’ is what comes up for me … part of the EQ competencies i.e. self awareness, self mastery and interpersonal skill.”
“… the ongoing examination, guidance, and direction of the mental, emotional, and physical activity that an individual or group applies to a specific situation or need.”
“… the ability to create optimal performance in a person or business.”
“… the process of managing a person’s level of urgency to perform a specific task within a specific moment in time.”
“… a clearly defined process for effectively managing personal and professional change that allows one to create and maintain consistent focus on the execution of a set of critical tasks determined necessary to successfully achieve a defined outcome.”
These are all so much better than the one I had in mind: “Tension management is the practical science of getting people (including yourself) to do what you want them to do when you want them to do it.”
Any other ideas you’d like to share?
– T –
POST-POSTING Additions:
“… the practical science of turning intention into reality.”
“… the practical science of converting good intentions into great results.”
“… the systematic process of identifying and resolving fundamental issues which reduce, inhibit, or block effective completion of important, achievable, and specific objectives.”
“… the science and discipline of harnessing and leveraging the internal forces (thoughts, feelings, beliefs, and perceptions) which motivate people (individuals, teams, leaders, organizations, etc.) to take action towards achieving optimal performance and outcome.”
masterstream.wordpress.com 
T, there are many good definitions here. I like yours. Definitions should be short, sweet, use simple language, and easily understood. I also like your use of the word science. That’s exactly what we’re talking about. The science of human behavior, decision science, and behavioral economics, and the impact on human performance and potential. Your definition is somewhat authoritative, but that may be fine. Perhaps “helping” instead of “getting” (more of a “coaching” mindset. Buy, your approach is not sugar coated…you are trying to Get” something done. Some of the other definitions might also be combined with your definition as outcomes…for example, (your definition) “…so that individual and organizational performance will improve”.
Your suggestions are great — I think “helping” is more politically correct, even though I think in daily life “getting” is more honest – LOL!! I also like your closing tag, particularly for business/professional situations.
Why have only one:
I like T’s but here is another for your consideration:
Tension Management is the systematic process of identifying and resolving fundamental issues which reduce, inhibit, or block effective completion of important, achievable, and specific objectives.
T,
Here’s my 2 cents…
Tension management: the science and discipline of harnessing and leveraging the internal forces (thoughts, feelings, beliefs, and perceptions) which motivate people (individuals, teams, leaders, organizations, etc.) to take action towards achieving optimal performance and outcome.
Thanks!
Bob
some great definitions here – just a minor edit on mine:
Tension management: the science and discipline of harnessing and leveraging internal forces (thoughts, feelings, beliefs, and perceptions) which motivate people to take action (individuals, teams, leaders, organizations, etc.) towards most effectively and meaningfully achieving their goals and objectives