8 May 2008

The Five Stages of Workplace “Tribes”

Two researchers say that your tribe is more important than anything else at work. Here’s how to harness the power of that insight.

A GMJ Q&A with Dave Logan and Halee Fischer-Wright, authors of Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization
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Two researchers say that your tribe is more important than anything else at work. Here’s how companies can harness the power of that insight to understand and influence team performance.
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Reader Comments
linda silvay on 5/8/2008 1:38:39 PM

Due to restructering our workplace has gone from a stage 5 to stage one. Any suggestions?

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Dave Logan on 5/9/2008 9:22:04 AM

Yes. First, assess how far they're fallen. Restructurings, done poorly, send people one step a time to Stage Three or Stage Two. If it's Stage Two, begin connecting people to each other and begin to mentor those people who want things to be different. If it's Stage Three, identify people's core values and launch new initiatives that bring their shared values to life. For example, if they value "innovation," build an innovation strategy. Chapter 11 shows how to build what we call a "tribal strategy." It's a remarkably simple but powerful approach to get people working together on something that matters. Hope this is helpful. Thanks for the question.

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Sharleen on 5/9/2008 1:40:11 PM

As new people come and go into a group, it would not be expected that a team or "tribe" would have to reform? Just like the team wheel of forming,storming, norming and performing, I would think that any entry or exit would change the dynamics and cause possible regression. Thoughts?

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