'Tribal Leadership' from an Integral Perspective An Excerpt from 'Bridging Integral Leadership' in "Inspiring a Miracle, Sharing the Dream" Brian McConnell. “Tribal Leadership gives amazingly insightful perspective on how people interact and succeed. I learned about myself and learned lessons I will carry with me. It's a fact of life: birds flock, fish school, people “tribe.” Malcolm Gladwell and other authors have written about how the fact that humans are genetically.
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Part 1 THE TRIBAL SYSTEM. CHAPTER 1. Corporate Tribes Every organization is really a set of small towns. If you're from a small town, think of the people. I just finished reading Tribal Leadership by Dave Logan, an amazing book that teaches how to build a better organization in which the best. Access a free summary of Tribal Leadership, by Dave Logan et al. and other business, leadership and nonfiction books on getAbstract.
Your tribe will either help you or prevent your forward movement. In fact, you can move forward only by bringing others with you. From an 'Integral perspective' however, where Ken Wilber has refer- red to 'healthy development' as involv- ing the dynamic to "transcend and in- clude" 2 , sustaining functional inter- relations may be complicated by the Figure 4 - The Dynamic of a Stable Relationship fact that each of the First-Tier stages infra-red through green are under- stood as holding to beliefs "that 'my values are the only correct values'" see Figure 1.
This dis- parity in viewpoints presents itself in direct "contrast however, to Second-Tier levels of develop- ment" which by comparison, are said to acknowledge "the importance of all value systems" 8. Brian McConnell February 28, 5 Appendix 1 Stages of Moral Development from an 'Integral' Perspective Wilber Kohlberg Gilligan worldview and stages of moral stages of Relates to 'ethics', 'values', 'attitudes' wave of development female moral and 'motivations'.
With an egocentric view, individual concern only extends as far as "me and mine" -- my self and my family needs and desires are most important. Ethnocentric - 'us' Conventional 'Care' 'Conventional' is ethnocentric, and thus "what mythic, the group, tribe, country wants" is what is mythic-rational right.
With an First-Tier ethnocentric perspective, care extends to the group, community and society; and coopera- tion, collaboration and teamwork within the social group are driving forces.
Worldcentric - 'all Post-conventional 'Universal care' 'Post-conventional' has a more worldcentric of us' embrace, in which "what is fair for all peoples, rational, regardless of race, color, creed" is what is right.
Worldcentric awareness extends teal - turquoise caring and a sense of justice beyond just you and your people, but also all peoples and be- Second-Tier ings. Brian McConnell February 28, 6 References 1. Volckmann, Russ. Wilber, Ken. Integral spirituality: A startling new role for religion in the modern and postmodern world. Boston: Shambhala Publications, Inc. Wikipedia contributors. Wikipedia, The Free Encyclopedia, 6 Feb. Tribal Leadership - Home.
Wikipedia, The Free Encyclopedia, 16 Jan. Force, Jim. Hall, George.
Logan and John King". Rentschler, Matt. But when we talked to people, it appeared that a funnel effect had happened in these tribes all across the United States. Now what is a tribe?
A tribe is a group of about 20 — so kind of more than a team — 20 to about people. And it's within these tribes that all of our work gets done.
But not just work. It's within these tribes that societies get built, that important things happen. And so as we surveyed the, if you will, representatives from various tribal councils that met, also known as Super Bowl parties, we sent the following email off to 40 newspaper editors the following day.
February 4th, we posted it on our website. This was before Super Tuesday. We said, "The tribes that we're in are saying it's going to be Obama. All of you are members of tribes.
In walking around at the break, many of you had met members of your tribe. And you were talking to them. And many of you were doing what great, if you will, tribal leaders do, which is to find someone who is a member of a tribe, and to find someone else who is another member of a different tribe, and make introductions. That is in fact what great tribal leaders do. So here is the bottom line. If you focus in on a group like this — this happens to be a USC game — and you zoom in with one of those super satellite cameras and do magnification factors so you could see individual people, you would in fact see not a single crowd, just like there is not a single crowd here, but you would see these tribes that are then coming together.
And from a distance it appears that it's a single group. And so people form tribes. They always have. They always will. Just as fish swim and birds fly, people form tribes. It's just what we do. But here's the rub. Not all tribes are the same, and what makes the difference is the culture.
Now here is the net out of this. You're all a member of tribes. If you can find a way to take the tribes that you're in and nudge them forward, along these tribal stages to what we call Stage Five, which is the top of the mountain.
But we're going to start with what we call Stage One. Now, this is the lowest of the stages. You don't want this. This is a bit of a difficult image to put up on the screen. But it's one that I think we need to learn from.
Stage One produces people who do horrible things. This is the kid who shot up Virginia Tech. Stage One is a group where people systematically sever relationships from functional tribes, and then pool together with people who think like they do.
Stage One is literally the culture of gangs and it is the culture of prisons. Now, again, we don't often deal with Stage One. And I want to make the point that as members of society, we need to. It's not enough to simply write people off. But let's move on to Stage Two. Now, Stage One, you'll notice, says, in effect, "Life Sucks. Well, if people see the world in such a way that life sucks, then their behavior will follow automatically from that.
It will be despairing hostility. They'll do whatever it takes to survive, even if that means undermining other people. Now, my birthday is coming up shortly, and my driver's license expires.
And the reason that that's relevant is that very soon I will be walking into what we call a Stage Two tribe, which looks like this. But in the one near me, where I have to go in just a few days, what I will say when I'm standing in line is, "How can people be so dumb, and yet live? Actually, no, I'm not. But I'm saying the culture makes people dumb. So in a Stage Two culture — and we find these in all sorts of different places — you find them, in fact, in the best organizations in the world.
You find them in all places in society. I've come across them at the organizations that everybody raves about as being best in class.
But here is the point. If you believe and you say to people in your tribe, in effect, "My life sucks. But I don't. So it does. What kind of innovation would get done? The amount of world-changing behavior that would happen? In fact it would be basically nil. Now when we go on to Stage Three: this is the one that hits closest to home for many of us. Because it is in Stage Three that many of us move.
And we park. And we stay. Stage Three says, "I'm great. And you're not. Now imagine having a whole room of people saying, in effect, "I'm great and you're not. I know this sounds like a joke. Three doctors walk into a bar. But, in this case, three doctors walk into an elevator.
I happened to be in the elevator collecting data for this book.
That's great. And the elevator door opened, and they all walked out. That is a meeting of a Stage Three tribe. Now, we find these in places where really smart, successful people show up.
Laughter Here is the greatest challenge we face in innovation.
It is moving from Stage Three to Stage Four. Let's take a look at a quick video snippet. This is from a company called Zappos, located outside Las Vegas. And my question on the other side is just going to be, "What do you think they value?
There was a Christmas tree. This is their lobby.
Employees volunteer time in the advice booth. Notice it looks like something out of a Peanuts cartoon.
Okay, we're going through the hallway here at Zappos. This is a call center. Notice how it's decorated. Notice people are applauding for us.
They don't know who we are and they don't care. And if they did they probably wouldn't applaud. But you'll notice the level of excitement. Notice, again, how they decorate their office. Now, what's important to people at Zappos, these may not be the things that are important to you. But they value things like fun.
And they value creativity. One of their stated values is, "Be a little bit weird.
So when individuals come together and find something that unites them that's greater than their individual competence, then something very important happens. The group gels. And it changes from a group of highly motivated but fairly individually-centric people into something larger, into a tribe that becomes aware of its own existence.
Stage Four tribes can do remarkable things. But you'll notice we're not at the top of the mountain yet. There is, in fact, another stage. Now, some of you may not recognize the scene that's up here. And if you take a look at the headline of Stage Five, which is "Life is Great," this may seem a little incongruous. Now think about that.