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There are several books that get other parts of the Pattern that this book is showing us /some/ of:

[overcoming] "Immunity to Change" ( Kegan & Lahey )
also identifies 5 stages of development, but of individual-minds, Stage-5 being the stage where someone can finally /understand/ that others have /other/-answers, and what needs to be is a system-of-system that enables multiple different /kinds/ of us...

"How the World Sees YOU" ( Sally Hogshead ) identifies the individual-way of different people across 7 dimensions, and through doing-so shows how we can stop pouring our effort into what we are inherently-bad-at, instead pouring it into what we are naturally good-at, letting others carry the other kinds of work...

For anyone who understands that the Level One culture of
"/smash all of them/" that would, right in ALLGOD's face, be chanting "ALL Lives Matter" while kicking a man towards death because he was black...
then that online article by The Nation was right:
"Hell's Angels" by Hunter S. Thompson gives a true-glimpse into the culture that is overtaking our world due to system-amplifying iniquity...

"The New Geography of Jobs" by Moretti shows the cancer that is eating our strategic-viability right out-from-our-world, as Level One is being enforced on more & more of our populations...

"Nutrient Power" by Walsh identifies biochemical-deficits that trap lives ( including mine ) in lower levels until corrected, it is /critical/ understanding for anyone wanting everyone to have both fair-chance & good-living!

"The Ethical Executive" should have been called "moral-traps that torpedo our integrity, our validity, & our lives!", and it too is crucial-understanding, as being-immunized against those traps enables one's evolution...

"American Nations" identifies the 11 cultures of North America, and their natures: that is important because what intervention may be helpful in one culture, may be deemed violation/offensive in another, and cross-culture interventions are more-prone to blowing-up.
/With/ the understanding in this book, /combined with/ these other understandings, one has far better chance...

Ah, one more: the profoundest psychology-understanding book about Where Someone Is At, despite its unfortunate name...
it /should/ have been called "The Archetypes of Our Human Development-Stages, and Why They Are Presented as Shuffleable!". Instead, the book by Elisabeth Haich is named
"Wisdom of the Tarot", and it is one book I need for the rest of my life, the understanding available through it is /so/ important...

Namaste to all who are loyal to LivingWorth!

( :
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on July 13, 2017
Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization
How do you change a company that has dinosaurs as managers, very difficult to get people to change or try something new?
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on July 19, 2017
One of the most honest books I have read in a very long time about workplace environments. It will be challenging to present this concept to the team but it might be very eye opening as well.
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on February 13, 2012
Before entering the final phase of my MBA program I recently began a marathon of business related book reading in order to brush up on my knowledge. I began with classics like "Good to Great" by Jim Collins, "Leading Change" by John Kotter and though these are great books I had pretty much covered all the material in the MBA program. Reading these books was more of a review than injecting any new materials.

The reason for my marathon read (of about ten books) was that during my education I felt that there was an essential component that was missing. I was on a mission searching for this missing link. Through one of my network connections I had been given the suggestion to read Tribal Leadership.
Despite my suspicion of "new age" style literature I am very glad that I listened to them. I can, without a doubt, claim that that this book was one of the most important books that I have ever read. Not only did the authors supply me with the academic support for many of my own beliefs, they provided me with a new way to view the world, through the language that people use. This book portrayed a very accurate and realistic view that, I believe, can change the world. I know that Tribal Leadership is a huge link in closing the missing elements in my education and personal development.

I easily give this book five stars both for content and style. It was a pleasure to read and it will sit on a prominent place on my shelf of limited but valuable reference books. I would certainly recommend that any leader or manager in any organization pick up this book and give it a read.
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on May 22, 2017
This product has great balance and weighting to it. I was impressed with the packaging and the product itself is impressive, especially given the price. I would absolutely recommend purchasing this product to others. fast . the price is cheap and the quality is high. i will come next time . my sister need it ,
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When I first saw the title of this book before reading it, I immediately recalled great leaders throughout ancient history, including those whom Homer discusses in his two epic poems, the Iliad and the Odyssey as well as those featured in plays written by Aeschylus, Sophocles, and Euripides. More than 2,000 years later, the tribal leaders that Dave Logan, John King, and Halee Fischer-Wright discuss in this book are "natural leaders," as were Achilles, Odysseus, Orestes, and Oedipus. However, they lead fellow workers rather than warriors to "victory" in the business world rather than on a battlefield. Moreover, what the co-authors mean by a "tribe" is a naturally occurring group of 20-150 people. Viewed this way, an organization becomes an interconnect series of these tribes. The key to changing an organization is to upgrade its tribes, one member at a time, through one stage at a time.

As I shall soon discuss in more detail, their view of stages is the key to getting an organization at least to the fourth of five stages of development. Their view is very practical: how to transform an organization. What they propose is based on a ten-year set of research studies that involved 24,000 people in two dozen organizations, with their members located around the world. The co-authors share what they learned from their research in this book.

For example, how to build and then sustain strong relationships between and among an organization's tribal members. As they explain, "Every tribe has a dominant culture, which we can peg on a one-to-five scale, with Stage Five being most desirable. All things being equal, a Five culture will always outperform a Four culture, which will outperform a Three culture, and so on." Paradoxically, the leadership challenge is to strengthen a tribe until it becomes a Four or Five culture while allowing it to function collaboratively within a federation with other tribes. In essence, the strength of a tribe is determined by the health of its culture.

In Chapter 3, Logan, King, and Fischer-Wright introduce and explain what they characterize as "the tribal leadership navigation system." Its purpose is help leaders in the 75% of companies whose workplace tribes have a cultural Stage Three or below to locate the leverage points by which to nudge their company forward (i.e. higher) faster whiled emerging as a tribal leader. The co-authors suggest how to determine the current culture stage and then explain what is needed to reach the next stage.

One key point is that advancing a tribe is most efficiently achieved one member at a time. Aspiring leaders, therefore, must keep in mind that they have two eyes, two ears, but only one mouth. Therefore, they should spend at least 80% of their time observing what is (and isn't) happening and listening to what is (and isn't) said. Those whom Logan, King, and Fischer-Wright cite as effective tribal leaders (e.g. Griffin Hospital's David Charmel, the U.S. Olympic hockey team's Mike Eruzione, IDEO's David Kelley, and the Moore Foundation's Frank Jordan) have highly developed skills for "reading" a person's tone of voice and body language.

Personal note: My own experience while working closely with several hundred companies is that one of the most revealing indicators is workers' use of pronouns. Those who are actively and productively engaged use first-person plural pronouns almost exclusively. Those who are passively engaged or actively disengaged (i.e. dysfunctional) seldom do.

Credit Logan, King, and Fischer-Wright with making especially effective use of various reader-friendly devices. For example, Technical Notes, Key [Chapter] Points, Coaching Tips, Summaries, Leverage Points for a Person (per Stage), and Success Indicators. These devices facilitate, indeed expedite frequent review later.

Here in a single volume is about as much information, insights, and advice as a business leader needs to help her or his "tribe" (be it a department, division, or company) to develop and then sustain at least a Four culture. The success of those efforts, however, must be collaborative in nature and be continuous at all levels and in all areas of the given enterprise.
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on December 29, 2016
What a great book. Ordered it again for a friend of mine. Really easy to read. please don't skip any pages. Learning about your own as well others attitude is a great chance to make a change for yourself and others.
Wish there would be more books like this one.
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on October 28, 2015
Really enjoyed this book. It helped to provide succinct language for many things I was doing and a model for progressive actions to be taken. It is great from a theoretical perspective and provides lots of real world examples and practical approaches.
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on August 2, 2014
Allows you to clearly see the culture(s) around you, and how to become a leader improving yourself and those around you at the same time
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on October 21, 2016
This book is worth reading. Would be benefical for most people to read this book weither your a leader or not.
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