We like things to be clear. Right or wrong. Good or bad. Success or failure. It gives us a sense of control and closure.
But human behaviour—and workplace dynamics—rarely fit so neatly into binary boxes.
Take for example:
❤️ An employee can love their job and feel burned out.
🎯 A leader can make a tough call that’s best for the business and still hurt people in the process.
🧩 Someone can be incredibly talented and still not be the right fit for a particular role.
💥 A colleague can frustrate you and be doing their absolute best.
Our minds don’t always like these kinds of contradictions. They make things feel messy, unresolved.
Reconciling two contradictory truths doesn’t always mean resolving them or forcing them to fit together.
Instead, it’s about accepting that both can be true at the same time—and letting that be a starting point, not a problem to fix. We don’t have to simplify or choose; we can work from the reality of both.
So next time you feel stuck between two truths, pause and ask: What if both are valid?
But human behaviour—and workplace dynamics—rarely fit so neatly into binary boxes.
Take for example:
❤️ An employee can love their job and feel burned out.
🎯 A leader can make a tough call that’s best for the business and still hurt people in the process.
🧩 Someone can be incredibly talented and still not be the right fit for a particular role.
💥 A colleague can frustrate you and be doing their absolute best.
Our minds don’t always like these kinds of contradictions. They make things feel messy, unresolved.
Reconciling two contradictory truths doesn’t always mean resolving them or forcing them to fit together.
Instead, it’s about accepting that both can be true at the same time—and letting that be a starting point, not a problem to fix. We don’t have to simplify or choose; we can work from the reality of both.
So next time you feel stuck between two truths, pause and ask: What if both are valid?