Why Settle for One When You Can Have Both?
It's that dessert dilemma. The other night, a friend made a beautiful apple and quince pie and asked, "Would you like cream or ice cream with that?" And because we know each other quite well, we both burst out laughing.
It's sometimes hard to choose, especially when both could be the perfect answer.
So, do we force ourselves into these false choices in the workplace? Why choose one when you can have both?
The Best Workplaces Refuse False Trade-Offs
Leaders can frame decisions as either/or, believing that choosing both is unrealistic, weak, or indecisive. But the most successful workplaces reject unnecessary compromises. Think about:
Accountability or kindness? Strong leaders hold people accountable while treating them with respect. Tough conversations don’t require cruelty.
Innovation or stability? The best companies find ways to evolve without constantly uprooting their people. They create space for change without losing their core values.
Flexibility or structure? Employees don’t thrive in chaos, but they don’t thrive in rigid environments, either. A balance of freedom and guardrails brings out the best in people.
Why “Both” Is Harder—But Better
Choosing one path is easy. It’s uncomplicated. But easy isn’t always effective. Balancing both takes effort—but it leads to better results.
For example,
A manager who is only directive may get quick compliance but stifles creativity. A manager who is only collaborative risks endless discussions with no decisions. The strongest leaders do both—they listen and empower, but also step in and lead when needed.
Or a company that prioritizes performance over people may drive short-term success but burn out its workforce. One that focuses only on people over performance might create a great atmosphere but struggle with results. The most successful cultures find a way to do both—challenging their teams while also supporting them.
Balancing both is harder because it requires nuance, self-awareness, and adaptability. But the payoff? Better leadership, stronger teams, and a workplace where both people and results thrive.
Stop Limiting Your Options
The next time you’re faced with an either/or decision, ask yourself:
What if both are possible?
What if these aren’t opposites but complementary forces?
What would it look like to integrate them instead of choosing between them?
Because when it comes to work, leadership, and life, why settle for just one when having both is better?
Now, who's for seconds?