Ambivalence: A Leadership Strength
Ambivalence: A Leadership Strength, Not a Weakness
I recently listened to a Hidden Brain podcast where the word “Ambivalence” was discussed. I realized how relevant it was to share with my coaching clients using an ADHD lens. Here you go!
What Is Ambivalence, Really?
When you hear the word ambivalence, what comes to mind?
Most people assume ambivalence means not caring, but that’s not it at all. Ambivalence is actually the ability to hold multiple perspectives at once, see different possible solutions, and feel conflicted about which path to take.
The ADHD Brain and Ambivalence
For those of us with ADHD, ambivalence can be a daily experience. Our brains naturally explore different angles, jump between ideas, and sometimes struggle with decision paralysis. But here’s the thing—ambivalence isn’t a flaw. It’s a strength when harnessed correctly.
Why Leaders Should Embrace Ambivalence
In leadership, we often expect quick, confident decisions. We want our bosses, our doctors, and our mentors to have the answer. However, great leaders understand the value of ambivalence. Instead of rushing to a decision, they pause, seek input, and create space for discussion before committing to a direction. A culture that embraces ambivalence is where employees feel safe to experiment, challenge assumptions, and refine ideas before settling on the best one. Instead of seeing indecision as a weakness, what if we saw it as intellectual bravery?
ADHDers: Turn Ambivalence Into a Strength
If you’re an ADHDer, try thinking of your expansive thought process as a gift. Your ability to see multiple solutions makes you a natural innovator. The key? Create a decision-making tool that supports you and your team—a framework, a pros-and-cons system, or a collaborative process. That way, you can harness your unique thinking style without getting stuck in analysis paralysis.
The Best Leaders Leverage Ambivalence
Strong leaders don’t fear ambivalence—they leverage it. In doing so, they create more innovative, adaptable, and psychologically safe workplaces.
What do you think? Have you experienced the power of ambivalence in leadership? Let’s discuss.
