Urgent Evoke

A crash course in changing the world.

As a senior partner at CultureSync, John King, along with David Logan and Haley Fischer-Wright studied a wide array of organizations in the practice of coaching them to become better at what they do. They observed that organizations possessed dominant organizational cultures that either empowered them to achieve great things or constrained them from being effective. They categorized these organizational cultures in terms of "tribal" stages. They found that members of particular tribal stages used particular kinds of language to describe their state of being inside the organization and related to one another in particular kinds of predictable ways.

These stages range from isolated stage 1 where individuals believe that "life stinks" to highly effective "stage 5" where individuals are embedded in a network of relationships that aim to accomplish great good in the world.

King and his partners describe these stages and suggest ways to "unlock" people stuck at lower, less effective levels in the book Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization.. They key principles of creating highly effective organizations according to King and his partners is to construct relationships with others in groups of three (triads) that seek the greater good and draw on the power of we.

I am following King on Twitter @kingofla and connected to him on Facebook. Additionally, a group of people who are actively working on projects to change their world have been tweeting with hashtag #tlcc. Recently, I participated in a course of study with a number of others from around the world who sought to build skills to organize teams that can be creative and productive instead of depressed and destructive.

These organizational insights and techniques for utilizing them have proven to be very workable and empowering for teams in my work. By working with King to learn these principles and applying them to the culture around me, I've witnessed groups of people who suddenly become empowered and creative to make small and large changes to better their circ**stances.

Views: 9

Comment by Robert Hawkins on April 17, 2010 at 3:28am
Groups of three tend to be the optimal number for collaborative learning as well where 2 people are too few to exploit a range of knowledge to solve a problem and with more than three, someone either gets left out of the conversation or free loads.
Comment by Dennis Williams on April 17, 2010 at 3:30am
so true. I've observed that myself! Great observation.

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