---
id: "contrarian-embrace-tension"
type: "contrarian-insight"
source_timestamps: ["§ What Successful CVCs Do Differently", "§ Practical Steps for CVC Leaders to Take Next"]
tags: ["conflict-resolution", "organizational-design"]
related: ["claim-design-cannot-eliminate-tension", "concept-embedded-cvc-tensions", "quote-enduring-cvcs"]
challenges: "The conventional view that organizational conflicts are design flaws that can be permanently solved with the right upfront governance and KPIs."
sources: ["ecosystem"]
sourceVaultSlug: "hbr-seg-ecosystem"
originDay: 11
articleStem: "hbr-cl-81-corporate-vc-funds"
sourceUrl: "https://hbr.org/2026/03/what-successful-corporate-venture-capital-funds-do-differently"
sourceTitle: "What Successful Corporate Venture Capital Funds Do Differently"
---
# Do not try to eliminate CVC tensions

## The contrarian insight

Conventional corporate management dictates that structural conflicts (like speed vs. compliance) are **flaws to be engineered out** of the system via better KPIs, reorganizations, or governance mandates. The authors argue the **exact opposite**: these tensions ([[concept-embedded-cvc-tensions]]) are **permanent and natural**. Attempting to eliminate them causes the CVC to *harden* and fail. Success comes from accepting tension as normal and building routines to continuously *breathe through* and manage it.

## What it challenges

The conventional view that organizational conflicts are design flaws that can be permanently solved with the right upfront governance and KPIs.

## Support in the vault

Directly instantiates [[claim-design-cannot-eliminate-tension]] and is voiced in [[quote-enduring-cvcs]]. It is the philosophical core that generates the whole [[framework-cvc-boundary-management]].

## Enrichment / where experts push back

The academic literature strongly backs the *permanence* of the tensions (2022 systematic review; ambidexterity theory). The refinement experts add: **good upfront design still substantially mitigates** destructive manifestations — independent investment committees, clear mandates, aligned compensation can prevent the worst conflicts. So the directionally-correct claim (*tensions are permanent*) should not slide into *design is useless*.


## Related across articles
- [[contrarian-zero-authority]]
- [[contrarian-professionalization-trap]]