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Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization

Dave Logan (Goodreads Author),

John King

Halee Fischer-Wright (Goodreads Author)

4.01 · Rating details · 6,633 ratings · 313 reviews

“Tribal Leadership gives amazingly insightful perspective on how people interact and succeed. I learned about myself and learned lessons I will carry with me and reflect on for the rest of my life.”
—John W. Fanning, Founding Chairman and CEO napster Inc.

“An unusually nuanced view of high-performance cultures.”
—Inc.

Within each corporation are anywhere from a few to hundred ...more

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Hardcover, 320 pages

Published January 22nd 2008 by HarperBusiness (first published 2008)

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Jan 31, 2009 Marcus rated it it was amazing

I would have never read this book had it not been for the free audio version I found through Zappos.com. I was't looking for yet another business book, much less a management book, but this one really surprised me and hit me hard. The book in a nutshell talks about 5 stages that organizations and the members of organizations go through:

1 - Life sucks.
2 - My life sucks (but maybe there's something better).
3 - I'm in it for me.
4 - We're in it as a group with a core set of values; there is a higher ...more

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Jan 21, 2012 Jennifer (aka EM) rated it it was ok · review of another edition

Read for work. This is a low star-stage 3 (if anyone reads this, you'll find that hilarious, trust me). It was surprisingly tolerable given my intolerance for a) non-fiction; b) books written by MBAs; c)pseudo-scientific self-help manuals. It avoided for the most part a's tendency toward repetitiveness (although it was definitely filled with beating-a-dead-horse, jargony prose, and I think the copy-editor must have nodded off in the last third); b's insufferable superficiality and barely-below-t ...more

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Sep 11, 2012 Chantie rated it really liked it

An interesting take on social interaction and relationships. While the focus was more professional related, like does tend to self-select. The premise is there are five stages that people exist within, and they are as follows:

1. Life suck (this is the person that goes postal)
2. My life sucks (this is the person that sees everyone keeping them down)
3. I'm wonderful (I'm so wonderful - the ME culture)
4. We're great (cooperative for better of group)
5. Life is great (group works for the better of th ...more

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Nov 21, 2012 Jurgen Appelo rated it really liked it · review of another edition

Shelves: leadership

Important book with many great stories, but suffers from too much hyperbole and model-building.

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Oct 10, 2014 Erika rated it it was amazing

While I'm not a manager, nor do I foresee a career in becoming a "tribal leader coach" anytime soon, if you're a leader of any group of people, you may find this book useful. You'll find it especially useful if you already recognise the power of a tribe or have the need to leverage a groups' already existing talents.

I picked up this book because I teach middle school, a natural environment for tribes and cliques, and figured I might gain insight into how to manage their day-to-day. Instead, I ga While I'm not a manager, nor do I foresee a career in becoming a "tribal leader coach" anytime soon, if you're a leader of any group of people, you may find this book useful. You'll find it especially useful if you already recognise the power of a tribe or have the need to leverage a groups' already existing talents.

I picked up this book because I teach middle school, a natural environment for tribes and cliques, and figured I might gain insight into how to manage their day-to-day. Instead, I gained insight into several of my own situations, as I've worked for a number of organisations (as a freelance artist and teacher) and this book was able to provide sudden insight into why certain workplace situations seemed to work better for me than others.

For example, this is what I understood from the analogy: If you exit school enthusiastic and ambitious, you may be entering the workforce while operating as a "3" - ambitious but maybe a little self serving, as personal achievement is a prime focus in school - and if you enter the workforce in an office of "2's" - people who have already seen the duplicitous nature of the game and either gave up or stopped caring in order to cope - you eventually adapt to your situation by also reducing your ambition (and optimism) to blend in to the existing environment or else rising to leadership status within the organisation. However, there may come a time when you realize that you want to find or build a tribe of "4's", a happy tribe intent and focused by a shared vision and values, and this book discusses those various situations with interviews from successful CEO's, actors (such as Gary Cole, who portrays a prototypical "3" boss on Office Space) and writers (like Scott Adams, who capitalised on the "2" office culture in the Dilbert comic strip).

I always wondered why so many of my friends left college dreaming of changing the world only to emerge years later as jaded and miserable as the grown ups we swore we'd never be. While nothing in here can be considered a "quick fix," this book, by addressing the language and culture of our various environments, has at least made it all make a little more sense. ...more

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Jun 15, 2011 Jay rated it really liked it

Shelves: business, nonfiction, skills, kindle

This book reminds me of Jim Collins book Good to Great in that both are presenting findings from lengthy research studies. While Collins book talked more about their underlying methodology, Tribal Leadership shows five cultural levels and describes the transition from one to the next. Briefly, the five statges are:

1. Life sucks
2. My life sucks
3. I'm great
4. We're great
5. Life is great

As tribes (groups of 20 to 150 people) improve culturally through the five levels, vallues change and a noble ca ...more

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Jul 24, 2015 Graham rated it it was amazing · review of another edition

Recommended to Graham by: Mike Cannon-Brookes, via Jost Stollmann

So, the story goes that our CEO, Jost Stollmann, asked Mike Cannon-Brookes, co-founder & co-CEO of Atlassian and one of Tyro’s board members, something along the lines of…

“If you had to recommend just one book to your leadership team, what would you choose?”

And Mike recommended: Tribal Leadership. I think I can see why.

What’s the book about?

The book is about the results of ten years of research by the authors and how they found that people in organisations form tribes; that each tribe has a ...more

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Oct 09, 2017 Jessyca505 rated it liked it

⭐⭐⭐ 1/2 “[Don Beck] said, after hearing about the three stages of epiphany, "There's a word in the Bantu languages that [Archbishop Desmond] Tutu has used to help bring the entire country of South Africa together: ubuntu, meaning 'Today I share with you because tomorrow you share with me.'" The word can also be translated "I am because we are.” ~ David Logan

I want to be part of a tribe! At stage four! I want to be inspired so that I can inspire!
David Logan visits many avenues that I have read in ⭐️⭐️⭐️ 1/2 “[Don Beck] said, after hearing about the three stages of epiphany, "There's a word in the Bantu languages that [Archbishop Desmond] Tutu has used to help bring the entire country of South Africa together: ubuntu, meaning 'Today I share with you because tomorrow you share with me.'" The word can also be translated "I am because we are.” ~ David Logan

I want to be part of a tribe! At stage four! I want to be inspired so that I can inspire!
David Logan visits many avenues that I have read in other books this year, but it is good to hear (read) them again and again so that I can learn deeper. It references Apple and Southwest Airlines (also mentioned in Simon Sinek's "Start With Why". It also references true tribal leadership, as in David Kelly at IDEO, and it took me down memory lane. I remember watching "The Deep Dive" with my Truman staff in 2009 and it helped move us to the Golden Years! Really thinking about innovation, and collaboration at a deep level and moving us down the continuum to a tribe.

The tribe made us move from an "F" rating in the district to a "B+" rating in the district. We had real student achievement and worked diligently and with purpose in using the data, modeling for our students, and going deeper in our professional learning.

I read these books to help lead me, point me, align my compass in a way that I can try to be as inspiring as my mentor was to me. At the end of the day, our students deserve a tribe. A tribe willing to work with them. I will continue down my journey until I "get it right".

In the meantime, here are the stages....I would think I am between a 3 and a 4 on any given day. I need to find a way to collaborate myself (with job-alike leaders), because that is how I will move from a 3 to a 4 in my current setting.

TRIBAL LEADERSHIP details each of the five tribal stages and helps readers identify which actions affect it and which strategies will enable the tribe to upgrade to the next level. The authors discuss how each stage has a unique set of leverage points and why it is critical to understand them—more than three quarters of the organizations they studied have tribal cultures that are adequate at best. The five stages include:

• Stage One: The stage most professionals skip, these are tribes whose members are despairingly hostile—they may create scandals, steal from the company, or even threaten violence.

• Stage Two: The dominant culture for 25 percent of workplace tribes, this stage includes members who are passively antagonistic, sarcastic, and resistant to new management initiatives.

• Stage Three: 49 percent of workplace tribes are in this stage, marked by knowledge hoarders who want to outwork and outthink their competitors on an individual basis. They are lone warriors who not only want to win, but need to be the best and brightest.

• Stage Four: The transition from “I’m great” to “we’re great” comes in this stage where the tribe members are excited to work together for the benefit of the entire company.

• Stage Five: Less than 2 percent of workplace tribal culture is in this stage when members who have made substantial innovations seek to use their potential to make a global impact. ...more

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Mar 04, 2019 Федор Кривов rated it really liked it · review of another edition

Интересная модель, хотя и довольно упрощенная.

Племя – это группа людей, в которую входит от 20 до 150 человек. Число 150 родилось, в частности, и из исследования Робина Данбара, ставшего популярным благодаря книге Малкольма Гладуэлла «Переломный момент». Когда численность подходит к этому значению, племя естественным образом распадается на два.
Племя всегда ищет своего конкурента, и единственный человек, который способен повлиять на его выбор, – это лидер племени. Поуанда доказывал, что у Griffin Интересная модель, хотя и довольно упрощенная.

Племя – это группа людей, в которую входит от 20 до 150 человек. Число 150 родилось, в частности, и из исследования Робина Данбара, ставшего популярным благодаря книге Малкольма Гладуэлла «Переломный момент». Когда численность подходит к этому значению, племя естественным образом распадается на два.
Племя всегда ищет своего конкурента, и единственный человек, который способен повлиять на его выбор, – это лидер племени. Поуанда доказывал, что у Griffin есть лишь один заслуживающий внимания конкурент – это сам принцип ведения бизнеса в сфере медицины. Правило четвертой стадии гласит: чем крупнее противник, тем сильнее племя. Griffin не добилась бы такого успеха, если бы выбрала в качестве своего соперника другую больницу.
Говоря о работе с отдельными людьми, мы не имеем в виду изменение их убеждений, установок, мотивации, идей или чего-то еще, что нельзя наблюдать непосредственно. Мы фокусируемся на двух и только двух вещах: на словах, которые люди используют, и на типах взаимоотношений, которые выстраивают.
Кен Уилбер, всемирно известный эксперт в области развития общества, автор более двух десятков книг и основатель Интегрального института, рассказал нам, что два параметра человека развиваются одновременно: его психология/мировоззрение/духовность и его речь.
«Труднее всего, – отмечает Келли, – было начать, даже осознав, что компания третьего уровня – не то, чего я хочу. Если вы посмотрите на любую дизайнерскую фирму, то все они, за небольшим исключением, названы по имени человека и оно же красуется на дверях. Я и сам пошел по этому пути. Сначала мы назывались David Kelley Design. Думал, со временем наберем человек пятьдесят. Сегодня у нас почти пять сотен. Но еще когда их набралось не более пятидесяти, мне необходимо было решить: или все бросить, или построить сцену, на которой смогут выступать и другие. Я изменил название компании, привел новых людей, и вот с этого все и началось»
Самый важный отдельно взятый принцип поведения на четвертом уровне сводится к тому, что лидер должен следовать базовым ценностям племени любой ценой и при любых обстоятельствах.
За небольшими исключениями организации четвертого уровня не печатают свои ценности на обороте бейджиков служащих, не наносят их на фирменные кружки и не вывешивают их на доске объявлений рядом с меню столовой. Нет! В таких организациях лидеры говорят о ценностях, основывают свои решения на них, обсуждают их значение с членами племени. Обобщая итоги нашего исследования, можем дать вам простой совет: встройте благородную цель в процесс коммуникации и не пытайтесь хитрить.

Что такое племя?
• Племя – это группа людей, в которую входят от 20 до 150 человек, достаточно хорошо знакомых друг с другом, чтобы при встрече на улице остановиться и сказать «привет». • Телефоны членов вашего племени наверняка забиты в ваш сотовый, а адреса электронной почты – в компьютер. • Небольшая фирма – это одно племя, а крупная компания – племя, состоящее из племен. • Более эффективным, чем другие, племя делает его культура. Каждый раз, когда люди начинают говорить, в их словах открываются характеристики одного из пяти уровней развития культуры племени. Пятый уровень всегда будет превосходить четвертый, который сможет добиваться большего, чем третий, а тот, в свою очередь, справится со своими задачами лучше, чем второй, который намного эффективнее, чем первый. • В составе племени средне-крупных размеров (от 50 до 150 человек), как правило, в одно и то же время работают люди, находящиеся на разных культурных уровнях. Что такое лидерство? • В данной книге мы фокусируемся на речи и поведении людей внутри определенной культуры. • Эта книга не исследует когнитивные способности, убеждения, установки и прочие характеристики человека, которые не поддаются непосредственному наблюдению. • У каждого культурного уровня свой стиль речи, тип поведения и структура взаимоотношений. • Лидер племени делает две вещи: 1) отслеживает, кто из членов племени на каком уровне находится; 2) развивает свое племя, используя соответствующие точки воздействия на его членов.
Чтобы понять, какие культурные уровни существуют в племени, его лидер должен знать следующее

Краткое описание первого уровня • Человек, относящийся к первому уровню, чувствует себя отчужденным от других и разделяет мнение «жизнь – дерьмо». • Когда люди, находящиеся на этой стадии, сбиваются вместе, их поведение обретает черты отчаянной враждебности, например они формируют банду. Краткое описание второго уровня • Человек на втором уровне изолирован от других, но, в отличие от тех, кто на первом, окружен людьми, которые, кажется, обладают некоторой властью, не хватающей ему самому. Поэтому в его речи лейтмотивом проходит фраза «моя жизнь – дерьмо». В отличие от человека, стоящего на первом уровне, он считает, что жизнь других, похоже, складывается удачно. • Когда люди этого уровня собираются вместе, в их поведении прослеживаются элементы, характерные для апатичных жертв. Краткое описание третьего уровня • Человек, стоящий на третьем уровне, связан с окружающими серией диадических (двусторонних) отношений. Его речь несет послание «я крутой», при этом подразумевающимся, но невысказанным остается «а ты – нет». • Когда люди третьего уровня собираются вместе, то пытаются «перещеголять» и умалить достоинства друг друга (на индивидуальной основе). И хотя они делают это обычно в легкой, шутливой форме, эффект достигается тот же: каждый борется за доминирующую позицию. Поведение личности следует этике «одинокого воина», а культурная среда коллектива напоминает «Дикий-Дикий Запад».
Краткое описание четвертого уровня • Человек формирует структуры под названием «триады», в рамках которых выстраивает отношения с другими людьми на базе общих ценностей. В то же время речь людей, стоящих на четвертом уровне, пронизана лейтмотивом «мы крутые», при этом невысказанной остается вторая часть: «а они – нет». «Они» – это некое другое племя, которое может быть частью той же компании, а может и не быть. • Когда люди четвертого уровня собираются вместе, они излучают гордость за свое племя. Краткое описание пятого уровня • От человека, стоящего на пятом уровне, исходит посыл «жизнь прекрасна». Пятый уровень обладает теми же характеристиками, что и четвертый, с той лишь разницей, что нет никакого «они». Такие люди формируют постоянно растущие сети контактов со всеми, чьи ценности резонируют с их собственными. Те немногие культуры пятого уровня, которые мы наблюдали (в корпоративной среде), существуют до тех пор, пока есть проект, который вписывает их имена в историю, или до тех пор, пока племя настолько опережает своих конкурентов, что любые сравнения теряют смысл. • Как только ситуация меняется, культура регрессирует до четвертого уровня, с которого она снова может подняться, если появится или будет создана подходящая возможность. Поведение пятого уровня выражает простодушное удивление. ...more

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Mar 30, 2014 Erika RS rated it liked it

I want to give this book 5 stars on content and 2 stars on presentation. Every time I worked on reading this book, I got something valuable out of it. Oftentimes, something I could apply that very day. But the whole time I read it, I was vaguely bored.

I think that this is because, while the content is valuable, the book itself is quite repetitive. I feel it could have been half the length (or even less) and contained all of the same content. And a good fraction of that reduction could have come ...more

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Dec 25, 2016 Katie rated it it was amazing · review of another edition

Shelves: owned, favorite-management-books

This book, ironically, was required reading for a place I formally worked which I would classify as strongly "stage 2" or "stage 3."

I really enjoyed not only the material of this book, which seemed very well researched and applicable, but also the format. I thought there were perhaps a few too many examples, but in-general what information it had was what it needed. I don't really know how to summarize the book, but I would definitely recommend it for anyone who is a leader in an organization, o ...more

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May 31, 2018 Maria rated it liked it

в общем, всё было довольно четко, пока они описывали первые три (отстойные) уровня развития групп, но только дошли до четвертого, как их повело. полились какие-то истории, в которых было так много слов, что терялась суть. ну то есть, интересно читать историю, в которой стив джобс о чем-то договорился с возняком, но историю про билла и джона из компании "рога и копыта", про которую в жизни не слышал - нет, не интересно, сорян

вот поэтому и не больше звезд

однако, сама теория в мою систему ценностей ...more

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Sep 26, 2017 Wiet Vande Velde added it

Tribal leadership explains about an interesting phenomenon: the Level of thinking people are living in. As a leader, you want to understand the principles explained in this book. It will help you to understand why people say certain things. For me, an interesting read and a valuable lesson learned.

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Mar 05, 2018 Qasim Zeeshan rated it it was amazing · review of another edition

Awesome, well researched and “based on real stories” book with tips to formulate teams to achieve a goal that’s beneficial for everyone. Highly recommended in the start of a career.

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Dec 07, 2018 Murad Nuri rated it liked it · review of another edition

Shelves: business, self-improvement, work

Можно сказать, что все мы – Мини-мы, так как пребываем под воздействием доминирующей в нашем племени культуры.
Когда человек длительное время находится в племени с культурой третьего уровня, то превращается в проводника этой культуры, даже попадая в иную среду. И культура, в которой он оказывается, видоизменяется под его влиянием. Культура, которую впитал в себя человек, и культура окружающих его людей трансформируют друг друга. Со временем язык этого человека и язык его нового племени приходят в ...more

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Sep 13, 2018 Nitinkumar Gove rated it really liked it

Really nice book. The key concepts in this book along with the learnings from principles by Ray dalio and the hard things about the hard things can really do magic for a CEO.

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Jan 11, 2011 Ali Sohani rated it it was amazing

Shelves: leadership

An excellent book on a leadership, draws heavily from a research, the 5 stages for cultural transformation:

Stage 1 - "Life Sucks" - pathological, gang-like, angry.
Stage 2 - "My Life Sucks" - a mix of learned helplessness, bitterness.
Stage 3 - "I'm Great" (and you're not) - Productive and dynamic but egocentric.
Stage 4 - "We're Great" (and they're not) - tribe-oriented, creative, productive, tight.
Stage 5 - "Life Is Great" - Big-picture, tribe-connecting.

"Change the language in the tribe, and you ...more

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Jun 23, 2013 John Norman rated it liked it

Read this if you have great performers in your company who think they're great, but also secrretly think others are not great . . . Such a company needs to evolve to understand how everyone in the "tribe" can say: "We're great."

The basic message here is compelling, but it is so involved in dubious philosophical / psychological claims about human development, I just can't give the book a very high rating.

Like a lot of self-help books, the rhetorical strategy starts from the assumption that you ar ...more

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Nov 23, 2008 John Michl rated it it was amazing

Just finished the audio book. Well worth the free download from Zappos.com! The book is not quite 5.5 hours and if you can't get the free version, worth the purchase price. I plan to buy the hard copy as reference. Played on high speed on my iPod, I was able to finish it in one week's daily commute.

The book leads the reader through five stages of tribal leadership with solid examples of each level for both individuals and organizations. Of special interest to me was the description of word choi ...more

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Feb 11, 2015 Daniela rated it it was amazing

Shelves: personal-development

Logan states that there are 5 stages when comes to tribes and how people define themselves and their contribution to life:
1. Life / everyone sucks
2. My life sucks
3. I'm great, and you're not and I have the means to prove it to you
4. We're great
5. Everything is great - our goal is global.

What captures the attention the most is the epiphany of an authentic tribal leader, which is the central theme of this book is that you are only as smart and capable as your tribe, and that by upgrading your tri ...more

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Nov 11, 2015 Dionysis Doul rated it it was amazing

An eye-opening book about what are the different stages in company cultures, and what could make them succeed really big things. The majority of them operate in a "stage three" culture, where everyone operates for themselves, with a "i'm great (but you're not)" mentality. Whereas, a "stage four" tribe operates with a "we're great" mentality, but the ultimate goal is a "stage five" tribe, where the mentality is "life is great".
I believe that the principles of the book apply to life in general.
To ...more

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Oct 25, 2011 Angelique rated it really liked it

Really liked this book. Unlike a lot of leadership books that tell you what a good leader "looks like", this book tells you how to grow them. It does a great job of explaining the development cycle a person must go through to get to "Stage 4" which is considered a "Tribal Leader". The emphasis placed on relationships was powerful as well.

It got 4 stars instead of 5 stars because at times it was confusing as to whether the authors meant to be referencing the leader or the "tribe" when they were t ...more

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Sep 14, 2015 Quinn rated it liked it

I think the more I read the less each book makes an impact on my life. This is one of those books that if I had just started reading business books it probably would have got a 5 out of 5 and had me getting extra copies for each bathroom. I felt like what was suppose to be a broad expanse of interviews and careful peering behind different corporate curtains by the authors ended up being a recount of handful of experiences that fit their mold. Although it was a quick read I found it a little long ...more

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Feb 26, 2011 Hope Harris-Gayles rated it really liked it

I'm listened to this as audiobook (free download from Zappos.com), and I really enjoyed it. As a budding leader, the book brought some behaviors to my attention that I will need to work on and improve so I can reach my full potential. I'm easily bored with audiobooks (mind wandering, etc) so its a true testament to Tribal Leadership that those didn't happen (or at least happened minimally). Recommended for leaders and leaders to be.

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Mar 19, 2015 Ryan rated it it was amazing · review of another edition

I don't usually read books about organizational or "work culture" but this was a book I needed to read now. It was part manual, part autobiography. The book explains the different types of workers; and illuminates how their attitudes are critical ( or detrimental) to workplace culture. It is an important book for anybody working in a team of people to understand how the group attitude effects the outcome of the product or service.

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Oct 21, 2013 Uttam Kini rated it really liked it

Shelves: management-gyan

A great book that changes the way you look at teams and people. Whenever I see people now, I go, there's a typical stage 3 trying to sell himself, this guy is a stage 4 leader putting the team before himself. It will keep you interested till the very end.

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Jan 03, 2011 Dan Graham rated it it was ok

Shelves: business

There are some good parts to this book but overall it makes a bunch of claims that seem a bit made up to me. It puts business folks into 5 categories of development and asserts that certain traits are better than others without any data to back it up.

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Nov 24, 2014 Alex Stevenson rated it it was amazing

A book about building a community that's inspired, positive and has a vision far beyond the individual's ego driven selfish desires. This is the book to read if you intend to build something that will change the world.

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Nov 24, 2012 Jan rated it really liked it · review of another edition

Great book. I definetly need to reread or rehear it to come up with a meaningful review...

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Aug 16, 2017 Ricardo Vitorino rated it it was amazing

I enjoyed very much reading this book and I recommend it to anyone who is looking for ways to "upgrade" the culture of any team, group, association, family, etc. If you would like to read this book, please approach me, I would be eager to share it and further discuss our learnings from it. I found it very simple to understand because it is written in a way that everyone should be able to use it.

I would like to share some of the quotes that "aha!'ed" me the most.

"The goal is to hang with friends I enjoyed very much reading this book and I recommend it to anyone who is looking for ways to "upgrade" the culture of any team, group, association, family, etc. If you would like to read this book, please approach me, I would be eager to share it and further discuss our learnings from it. I found it very simple to understand because it is written in a way that everyone should be able to use it.

I would like to share some of the quotes that "aha!'ed" me the most.

"The goal is to hang with friends and do things greater than any one of us could do alone."(...)"The goal of business is that we have fun, and we are dead serious about it." by George Zimmer
This is for me related with the epiphany of understanding why we actually go to work everyday: building something with colleagues/friends to help other people.

"(...) by dropping the focus on himself, he became stronger." This is the end of a long paragraph, but I think it resumes very well how powerful leaders become when they start serving others, instead of themselves.

"From a Stage Four perspective, management consulting needs to be reinvented. (...) with the consultant living out "I'm great (and you are not) because I know how to fix this problem." While working at a Financial Services company, this made me question if we are actually building partnerships(trust :) and so, calling our "clients/customers" or partners/peers/collaborators?? Or anything else?? And how someone working at HR can support, if needed, this shift?

"Every comment is an addition, but not all aditions are equal." I found this sentence fantastic because it sintetises something that I have always tried to transmit. It reminds us that everyone should be listened, no matter what role or stage of development they are in. The tribe will always assess how benefitial the inputs of every member are. As a team leader, we have to look for what the tribe wants.

"(...) it is not smart to proceed as if things will go as planned." For me this was the reminder that it is very important to plan, but it is also very important not hold them as the only solution. Plans will always change once you "face the enemy". Setting this expectation clear for us or the team might mean a great deal of success in the long run.

"Over the years, people have called Gallup a cult - our detractors I mean - but I have always considered that a great compliment." And this is what takes me back to AIESEC and more and more to PwC. People from the outside had called us the exact same way. However, being called a cult, happens when you are already at least at stage 4. In particular takes me back to my experience as LCP of AIESEC in ISCTE, when our motto was "We are Leaders of Excellence". The whole LC was engaged with it. This is, from my interpretation, another version of the Stage 4 "We are great (and you are not). This means that the group had a very strong tribal pride of its rituals/purpose/core values. Not everyone would understand or like them. But this was necessary to take the leap to Stage 5 of "Life is great", to build projects which have impacted hundreds of people.

Lastly, and probably the most important:
"(...) if people change their words (or, more accurately, their words and their words' relationships to one another), they change their perception of reality. As they change their reality their behaviour changes automatically. Instead of people using their words, they are used by their words, and this fact is unrecognized." That reinformes my thought that words matter. Saying X instead of Y matters. That's why we say "I can do it!" or something similar whenever we try to motivate ourselves. This is our way of "re-programming" our brain. It is changing the "code" from "I suck!" to "I'm great" to "we are great" to "life is great!". While applying this in a team, brings great results. ...more

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Quotes from Tribal Leadership...

“Change the language in the tribe, and you have changed the tribe itself.” — 8 likes

“[Don Beck] said, after hearing about the three stages of epiphany, "There's a word in the Bantu languages that [Archbishop Desmond] Tutu has used to help bring the entire country of South Africa together: ubuntu, meaning 'Today I share with you because tomorrow you share with me.'" The word can also be translated "I am because we are.” — 4 likes

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