Leading People & Understanding Culture Tribal Leadership: Leveraging Natural Groups to Build Thriving Organizations Dave Logan, John King, Halee Fischer-Wright Harper Collins 2008 Georgia Forestry Association Annual Conference July 25, 2016

What is a tribe? Hello Test – would they stop, say “hello” and have a conversation if they saw each other on the sidewalk in another town/city? Example: Small Companies, Divisions of Larger companies, Working groups within organizations, etc. Group of 20-150 people who know one another – reasonably well … the “Hello on the street” test …

What makes some tribes more effective than others? “Culture eats strategy for breakfast” -- Peter Drucker

What is Culture? The behaviors, beliefs, values, and symbols that a group accepts, generally without thinking about them, that are passed along by communication and imitation from one generation to the next. Defn: A culture is a way of life of a group of people--the behaviors, beliefs, values, and symbols that they accept, generally without thinking about them, and that are passed along by communication and imitation from one generation to the next. For our discussion, it is NOT: Ethnicity, Food, Dance, Music, etc. It is however, the words we speak exhibit the characteristics of one of five tribal stages.

Just Listen Tribal Leadership … focuses on the language and relationships within a culture/tribe Just Listen Tribal Leadership does not address beliefs or attitudes Tribal Leaders: Listen to the words the exhibit which cultures exist in their tribes Upgrade those tribes using specific leverage points

Tribal Stage ONE 2 % of Professionals “Life sucks!” Despairingly hostile Band together to get ahead in violent & unfair world Most organizations do not hire or tolerate individuals operating at stage 1 Relationships = Alienated Rage against the system People are disarmingly hostile Inmates Gangs Terrorists

Tribal Stage ONE Encourage them to: 2 % of Professionals Go where the action is : Socialize, Group Functions, Meetings Notice how life “works” Cut ties with others using stage 1 language 2 % of Professionals “Life sucks!” Despairingly hostile Band together to get ahead in violent & unfair world Most organizations do not hire or tolerate individuals operating at stage 1 Relationships = Alienated LEVERAGE POINTS Go where the action is – Socialize Notice how life works Cut ties with others using stage 1 language

Tribal Stage TWO 25 % of Professionals “My life sucks!” (but his/her life is great) Sarcastic, resigned, passively antagonistic Apathetic victims No accountability to each other People don’t feel they have an impact on strategy or direction Relationships = Separate: loose collection of individuals DMV & other Govt. agencies, most bureaucracies, the show “The Office” I’d rather be Fishing, Golfing, shopping, I live for the weekend Quietly sarcastic Stand in the office door, watch everything unattached/unengaged Wait for the latest “fad” to pass Say things like, “we have tried this before, and it didn’t work” Like to form clusters of sympathizers who quietly undermine and cut down ideas, suggestions, etc. No innovation occurs here Relationships are Dyadic (person to person)

Tribal Stage TWO Encourage them to: 25 % of Professionals Make a friend Establish relationships with people in Stage 3 Show them the value of their work 25 % of Professionals “My life sucks!” (but his/her life is great) Sarcastic, resigned, passively antagonistic Apathetic victims No accountability to each other People don’t feel they have an impact on strategy or direction Relationships = Separate: loose collection of individuals LEVERAGE Make a friend and encourage dyadic relationships Build a relationship with someone in Stage 3 Show them their work does have an impact on the company Point out where they do have strengths, and where those could be leveraged Assign them projects that they can do in short order and do well

Tribal Stage THREE 49 % of Professionals “I am Great!” (but you are not) Knowledge is power, so hoard it Winning is personal Lone warriors Always competing (internal & external) Relationships = Dyadic 1-to-1 Healthcare, Legal professions, Universities, Sales, Real Estate Knowledge is power, so hoard it – don’t share resource, connections or other contacts Winning is personal – I have to win Outwork/outthink the competition (peers) as individuals Complain – don’t have enough time or support is incompetent Collection of “lone warriors” Organization becomes Wild Wild West Individuals rarely speak to each other Success is measured at individual level Usually comprise of a Star with a supporting cast Complain that they don’t enough time or support persons are competent Organizations often feel dehumanizing Society created these people – School, work, etc.

Tribal Stage THREE Encourage them to: 49 % of Professionals Connect their contacts together Work on bigger projects Realize that real power comes from networks – not knowledge 49 % of Professionals “I am Great!” (but you are not) Knowledge is power, so hoard it Winning is personal Lone warriors Always competing (internal & external) Relationships – Dyadic 1-to-1 LEVERAGE Encourage them to form triadic relationships Have them be willing to introduce their contacts to other with shared values or interests Encourage them to work on projects bigger then they can do alone Assign work that requires partnership (preferably with someone who is already in Stage 4) Point out that future success will only come from real partnership and collaboration What has brought them to this point will not be enough to carry them forward in their own aspirations Point out role models who have gone before them in this journey – connect them together Help them realize that real power comes from networks – not knowledge When complaints of time or incompetency arise – help them realize that they have crafted their lives so other can’t help Show that their personal goals require getting more done then they can do alone Encourage them to become more transparent – telling as much as possible rather than just what others need to know

Tribal Stage FOUR 22 % of Professionals “We are Great!” (but they are not) Tribe is excited to work together Everyone seems happy, inspired, genuine People make eye contact Shared values and accepted strategies Always an adversary Relationships = Stable triads partnerships wherein the tribe members are excited to work together for the benefit of the entire company Everyone seems happy, inspired, & GENUINE There is a “RIBAL PRIDE” – They claim membership in the tribe and are proud of it They SHARE CORE VALUES They hold each other ACCOUNTABLE People make EYE CONTACT, speak to each other (even lesser known tribe members) in the hallways Tribe still has an adversary (APPLE vs MICROSOFT) but it is usually external Bigger the foe, the more powerful the tribe Most organizations have DIVISIONS AT STAGE 4, but rarely entire companies

Tribal Stage FOUR Stabilize Stage FOUR by: 22 % of Professionals Ensuring triads are based on same core values and strategies Encouraging “stretch” projects for the team Do NOT try to solve team problems 22 % of Professionals “We are Great!” (but they are not) Tribe is excited to work together Everyone seems happy, inspired People make eye contact Shared values and accepted strategies Always an adversary Relationships = Stable triads/partnerships LEVERAGE Ensure that triad relationships are based on CORE VALUES, Advantages, Opportunity Don’t let the relationship be a drag or something where you are constantly being pulled back into Stage 3 Encourage “Stretch” projects that require more reliance on the network – this strengthens the network/team and results in more productivity Encourage them to take advantage (risk) of current“Market conditions” – make the most of opportunities now! Recruit others who share these core values and the group’s strategy Encourage them not to solve the group’s problems (this is Stage 3 thinking) – Rather force the group to find solutions collectively Seek improvements opportunities (what should we stop doing, what should we start doing)

Tribal Stage FIVE Less than 2% of Professionals “Life is Great!” Sense of destiny for greatness Tribe believes it will make history Competition is the impossible Produce miraculous results/innovations Can’t stay here  Relationships = Highly networked teams See the VALUE IN ALL PEOPLE, both internal to the team and external Have a greater calling Infinite Potential Anticipate a global impact Competition is the impossible, not another group Pure leadership, vision, inspiration Usually produces unexpected champions Can only be sustained in short bursts 1980 US Olympic Hockey Team, 1983 NC State Basketball Program (Jim Valvano) Hockey – “Miracle on Ice” USA beat Soviet union (won gold in 6 of last 7), and then Finland with amateurs & collegiate players – weren’t expected to be in the final four 1983 NC State – won last 7 of 9 games after being down with less than 1 minute left in the game (beat Houston Hakeem Olajuwon) ZAPPOS We're a service company that just happens to sell shoes." Four C’s Clothing, Culture, Customer Service, Community Tony Hsieh – 10 Core values Deliver Wow Through Service Embrace & Drive Change Create Fun and A Little Wierdness Be adventurous, creative, open minded Pursue Learning & growth Build Open & honest relationships with communication Buld positive team and family spirit Do more with less Be Passionate and Determined Be Humble “a great brand is a story that never stops unfolding.”

Moving UP Cannot move organizations/groups – just individuals Change the words people use (we>I) Change the types of relationships people form Establish Core Values Identify the “Noble Cause” Cast a Vision of what could be Show individuals how their contributions DO matter Do not try to skip stages Once critical mass is established, the Tribe will take over Move individuals one person at a time Most orgs sit between stages 2-4 Battles often ensue between stages 3-4 (people in 3 trying to convince those moving to 4 are loosing power/influence, etc.) Common Stage 2 comments – this has been tried before and it failed then – I’ll just wait it out Stage 2 just sits on the sidelines while 3 & 4 fight it out, to see who wins Nothing Changes Starts with leadership language – encouraging others to speak/think differently Follows by fostering relationships - networked over individual You cannot move up alone – tribe eventually must support you Shift in tribal culture – tribe will no longer tolerate lower stage

The Five Tribal Stages Most Productive Least Language Collaboration 5 Life is Great! 4 We are Great! 3 I am Great! 2 My life Sucks! 1 Life Sucks! 5 Team 4 Partnership 3 Personal 2 Separate 1 Alienated 5 4 3 2 1 Five Tribal Stages Characterized by the LANGUAGE, COLLABORATION & RELATIONSHIP of the individuals in the tribe Individuals and groups OPERATE at various stages, but are not DEFINED by the stages Can only “UPGRADE” individuals, not groups or tribes Least productive/effective to Most productive/effective Language Collaboration Relationships

Thanks!! Doug Britton, Ph.D. Agricultural Technology Program Manager Georgia Tech Research Institute (404) 407-8829 doug.britton@gtri.gatech.edu NOTICE The contents of this presentation were prepared as accurately and completely as possible. However, the Georgia Institute of Technology and the Georgia Tech Research Institute (GTRI) do not make any warranty or representation, expressed or implied, with regard to this information, or that the use of any information, apparatus, method, or process disclosed in this report may not infringe upon privately owned rights, nor assume any liabilities with respect to the use of, or damages resulting from the use of, any information, method, or process disclosed within. Views expressed in this presentation do not reflect the official view or policy of the above-mentioned institutions. Mention of trade names or commercial products does not constitute endorsement or recommendation for use.