Tribal Leadership

TRIBAL LEADERSHIP 8

TribalLeadership

Thispaper will review the book, : Leveraging NaturalGroups to Build a Thriving Organization by authors, Dave Logan, JohnKing and Halee Fischer-Wright. Tribal leadership is an amazing bookthat clearly explains how to create a better organization made up ofthe best people who aim organizational success. The book is foundedon a ten-year research study results involving twenty-four thousandindividuals in two dozen organizations. It is interesting andwell-informed, and offers crucial technical notes how the leadershipsystem can be implemented in any culture. In addition, the author,offer tips and a “cheat sheet” that gives the main action stepsto creating great tribes in any organization. According to theauthors, an organization can maximize its profit margins and staffproductivity through tribe. This is because the tribe is asignificant factor in determining the quality of work done in anorganization. The book gives the reader perspectives and tools vitalfor a tribal leader.

Biographicalintroduction to the authors

DaveLogan is a professor, CEO and co-founder of CultureSync, a tribe ofconsultants, coaches and researchers dedicated to providing everyonearound the globe an opportunity to connect with a “vital tribe”.CultureSync is an organization that specializes in culture change,negotiation, and strategy. He began his interest in the field ofleadership as he finished his P.H.D dissertation concerning aerospacere-engineering initiatives. Unpredictably, his research informationdemonstrated that IT interventions usually fail due to culture andnot errors or protocol. His in-depth study of how culture in theworkplace affects productivity later changed into tribal leadership.John King is also a co-founder of CultureSync a management consultingfirm and a senior partner. He is also a keynote speaker andwell-known as a coach, program leader and senior teacher. HaleeFischer-Wright is also a partner in the management consulting firm,CultureSync and focuses on education, high-tech, financial servicesand healthcare. She is also a practicing physician.

Thefive tribal stages

Tribaldevelopment is the primary concept of this book. The authorsdemonstrates how tribe, as defined by culture, develop through fivedetailed stages that help readers to identify actions affecting tribeand the type of strategies that will make possible for it to upgradefrom one level to the next. According to the authors, each stage hasits unique set of influence points and the reasons why one need tounderstand them critically. Some tribes become efficient compared toothers because of their culture. Overall, the main aim of the booksis to upgrade organizational tribes to stage four.

StageOne – theme ‘Life Sucks’

Instage one, members of this tribes are only approximately 2 percent ofprofessional in America. Sadly, this people are hostile and may makescandals, commit fraud to the firm and even create violence becausethey think the world is unfair. According to the authors, mostprofessionals leave out this stage and avoid hiring individuals instage one.

StageTwo– theme ‘My Life Sucks’

Thisphase has the dominant culture in 25% of workplace tribes. In thesecond stage, members of this tribe become cynical, passivelyantagonistic, and resist any new initiatives by the management.People at this stage may become apathetic, have seen all, and thus,guard themselves against the management intrusion. Therefore, themain reason tribal leadership focuses on this stage is to moveindividuals to the next phase three. However, the authors demonstratethe group players cannot be turned one group even with team building.

StageThree – theme ‘I’m Great (and you’re not)

Approximately49% of businesses are in Stage 3, where members of this tribe becomecharacterized by knowledge hoarding and want to outshine theiropponents. These members work on an individual basis and refuse togive into working together and sharing information because theyalways want to be the brightest and best in the organization. Infact, people at this stage hold together because of the addictivenessthat comes with winning, outsmarting others and being the mostsuccessful. The authors of this book argue that most professionalspend most of their careers in stage three because most organizationsglobally measure success based on an individual basis (Logan, King &ampFischer-Wright, 2011).

StageFour – theme‘We’reGreat’

Stagefour is a level that represents nearly 22% of workplace tribes. Atthis point, members of this tribe have a strong sense of identity andare happy and eager to cooperate and work with other employees forthe main benefit of the whole organization.

StageFive – theme ‘Life is Great’

Accordingto authors, Stage 5 only reflects 2% of workplace tribes. In thisstage, members seek to make a potential global impact. These tribesare creative, innovative and come up with things that change theworld. However, this group is argued to be unstable and hard tosustain

Additionally,the authors of this book demonstrate in a comprehensive way triballeadership strategies and how to identify the core values of a tribe,as well as their aspirations. Furthermore, the book providesprinciples that can be used together with the behaviors and assets ofa certain tribe to promote organization success depending on theirgoals and objectives. They clarify that as soon as a certain tribeset its strategies depending on the factors then obvious there emergea sense of excitement (Logan, King &amp Fischer-Wright, 2011).

Thebook, : Leveraging Natural Groups to Build aThriving Organization looks at the organization as small groups ortribes that are mostly created various set of values. For thatreason, employees can belong to particular tribe or tribes and thus,tribal leaders become challenged in how they can harness energy froma group of people to achieve organizational goals and bring changesin the company. The authors of this book demonstrate that anorganization can be successful, based on the tribes in the firm, thetribes strength, depending on tribal culture and a corporate culturethat’s thriving and created by an efficient tribal leader. Thisbook offers crucial technical notes that demonstrate observablebehavior at each cultural stage and how people experienced in triballeadership can become aware of moods within few minutes ofinteracting with a workgroup. The book is significant and offersdescriptions to readers on how to categorize tribes and figure outwhere upgrade is required using managerial techniques. The book is awritten report of research as well as a manual thus one can easilyread and relate. Additionally, the book gives several real-lifeexamples, CEOs, interviews and links to help one with furtherresearch. Clearly, if well utilized, this book can help a leader withcrucial insights required to propel the organizational from one el ofdevelopment to the next.

Subsequently,the book demonstrates a navigation system how all organizationaltribes can be upgraded to stage four and how one can become a triballeader. As a leader, I found this book with particular insightssignificant that can help a tribal leader in any organization or forpersonal development. First, this book can assist a leader inlocating tribes in his/her organization through how people talk andworking structure relationships. In this case, the leader is providedwith common elements to identify such as, talking in alienation inpeople from stage one. Obviously, people from this stage becomesocially alienated and shows signs of forming isolated gangscontrolled by own rules. In addition, other noticeable acts includeviolence and extreme verbal abuse, minor thefts, and vandalism.Therefore, using such elements this book can help a leader toidentify workplace tribes. Moreover, signs of stage two are providedin this book, include, people talking as though disconnectingthemselves from organizational issues and seem to care less of thehappenings in the company. In fact, this people have no passion orinitiative and form groups that promote passive- aggressive behavior.Obviously, changing the circumstances of this group is hard, and theonly option is to give up. Additionally, the books offer a managerialperspective of how training and team building cannot change thecurrent mood of the tribe. Most importantly are the signs of stagethree elements where people engage in the organizations` roles withenergy and commitment. However, according to the authors, a leadercan listen carefully to what these individuals talk about and noticethat they mostly concerned about themselves and only focus onoutsmarting others in the company. In addition, the book helps in howto identify signs of stage four where teams are focused and sharednorms and values. Clearly, at this stage, the team works with acommon organizational goal and information sharing is free throughoutthis group. Lastly, this book has offer great insights in how toidentify stage five workplace tribes. People in this group work withevery individual in the organization, and there exists no workplaceconflicts. The main role of a tribal leader in this stage to ensurethat infrastructure to sustain the results on these tribes exists. Ifind this book significant since it provides ways of becoming atribal leader such as learning the customs, language of the fivedetailed cultural stages. Most importantly, is to listen to how themembers of a tribe speak and identify their stage. This bookemphasizes that at least a tribal leader should ensure that theorganizational tribe is at stage four. The book shows how building asupport network can help a tribal leader remain and become stable atthis stage four.

Inconclusion, I find the coaching tips in this book essential to help atribal leader in upgrading any tribes in order to achieveorganizational success. Since we live in a modern dynamic age, thisbook reveals tribal habits and instants that can motivate a workgroup today. Additionally, the author, examine ways to understand thebehaviors of a group, how to get the groups communicating andcollaborate for the overall good of the company.

References

Logan,D., King, J. P., &amp Fischer-Wright, H. (2011). Triballeadership: Leveraging natural groups to build a thrivingorganization.New York: Harper Business.