This book was a kind of eye opener to me – how personal beliefs influnce the cooperation in teams and organisations.
At the heart of Tribal Leadership is the concept of “tribes,” which refers to the social groups or communities that form within organizations. The authors identify five stages of tribal culture, ranging from “Stage One” (characterized by apathy and despair) to “Stage Five” (marked by a sense of purpose and shared values). By diagnosing the stage of tribal culture within an organization, leaders can identify the underlying beliefs, behaviors, and language patterns that shape its culture and drive performance.
- Stage One: “Life Sucks” Example: In a Stage One tribal culture, employees may exhibit apathy, resentment, and a sense of hopelessness. They feel disconnected from their work and colleagues, viewing their job as merely a means to an end. Communication is minimal, and there is little trust or camaraderie among team members. Meetings are often characterized by complaints and negativity, with little focus on problem-solving or improvement.
- Stage Two: “My Life Sucks” Example: In a Stage Two tribal culture, individuals may exhibit a victim mentality, blaming external factors for their dissatisfaction. Employees focus on self-preservation and survival, often engaging in office politics and competition. Trust is low, and there is a sense of “every person for themselves.” Communication is guarded, and collaboration is limited, as team members prioritize their own interests over the collective goals of the organization.
- Stage Three: “I’m Great (and You’re Not)” Example: In a Stage Three tribal culture, individuals may exhibit competitiveness and a desire for personal recognition. Employees strive to outperform their peers and advance their own careers, often at the expense of teamwork and collaboration. Communication is characterized by one-upmanship and self-promotion, with little emphasis on shared goals or collective success. Meetings may be contentious, with team members vying for attention and validation from leadership.
- Stage Four: “We’re Great (and They’re Not)” Example: In a Stage Four tribal culture, teams exhibit a strong sense of camaraderie and shared purpose. Employees align around a common vision and set of values, working collaboratively towards collective goals. Trust is high, and communication is open and transparent. Meetings are focused and productive, with team members supporting and empowering each other to achieve success. There is a sense of pride in belonging to the tribe, and individuals are motivated to contribute their best efforts for the greater good of the organization.
- Stage Five: “Life is Great” Example: In a Stage Five tribal culture, teams transcend individual egos and achieve a state of collective excellence. Employees are deeply engaged and fulfilled in their work, driven by a sense of purpose and passion. Communication is seamless and fluid, with team members intuitively understanding each other’s needs and perspectives. Meetings are dynamic and creative, with a spirit of innovation and collaboration driving breakthrough results. There is a profound sense of belonging and interconnectedness within the tribe, fostering resilience, adaptability, and sustained success.
Central to Tribal Leadership is the idea that leadership is not solely the responsibility of individuals in formal positions of authority, but rather emerges from within the tribe itself. By fostering a culture of trust, collaboration, and shared purpose, leaders can elevate their tribes to higher stages of cultural development, unlocking higher levels of performance and engagement.
Throughout the book, the authors provide practical strategies and tools for leaders to cultivate Stage Four and Stage Five tribal cultures, where teams are characterized by innovation, excellence, and a sense of belonging. From aligning values and vision to fostering mentorship and peer coaching, Tribal Leadership offers a roadmap for building thriving organizational cultures that inspire and empower individuals to achieve their full potential.
So just read it! 🙂
Albrecht Günther 