Merriam Webster dictionary defines tribe as a social group comprising numerous families, clans, or generations together with slaves, dependents, or adopted strangers.
We all have our tribes – our families, our hiking tribe, our fundraising tribe, our school tribe, our work tribe etc. Each of the tribes function at different levels of cohesion. Don’t they?
What is the big idea?
TRIBAL LEADERSHIP details each of the five tribal stages and helps readers identify which actions affect it and which strategies will enable the tribe to upgrade to the next level. The authors discuss how each stage has a unique set of leverage points and why it is critical to understand them—more than three quarters of the organizations they studied have tribal cultures that are adequate at best.
The five stages include:
• Stage One: The stage most professionals skip, these are tribes whose members are despairingly hostile—they may create scandals, steal from the company, or even threaten violence.
• Stage Two: The dominant culture for 25 percent of workplace tribes, this stage includes members who are passively antagonistic, sarcastic, and resistant to new management initiatives.
• Stage Three: 49 percent of workplace tribes are in this stage, marked by knowledge hoarders who want to outwork and outthink their competitors on an individual basis. They are lone warriors who not only want to win, but need to be the best and brightest.
• Stage Four: The transition from “I’m great” to “we’re great” comes in this stage where the tribe members are excited to work together for the benefit of the entire company.
• Stage Five: Less than 2 percent of workplace tribal culture is in this stage when members who have made substantial innovations seek to use their potential to make a global impact.