We
have all heard the worst interview question in the world, “If you were an
animal, which one you would be” but after watching my new PBS obsession – Spy
in the Wild – there may be something to this! If you have not seen the series,
essentially researchers have ingeniously disguised small cameras as tree
stumps, rocks, or even artificial animals (my favorite is a spy bush baby!)
and placed them in natural habitats to observe animal behavior. Social
psychologists have often drawn parallels to animal behavior to that of humans
which has got me thinking out loud about how certain human organizations
resemble animal groups in terms of behaviors, interactions, ways of operating
and solving problems, etc.
The
premise is that organizations have unique cultures and cultures are formed,
according to consultant and author Dr. Henry Cloud, by what is ALLOWED or
CREATED! Whereas not an exhaustive list, here as some prototypical
organizations that I believe are common in human habitats!
Chimp
Congress – seriously, this is what a group of chimpanzees is called! Chimp
groups are characterized by high drama and high emotions. There is a lot of
innovation and care within a chimp congress but members can be easily
distracted by interpersonal issues. Disputes, resource allocation, and other rewards
eventually regulated and refereed by senior members when they begin to tire of
the shenanigans!
Wolf
Packs – as you can imagine, this is a group made up of predators! Just imagine
a rabid group of sales professionals! Pack members have learned the value of
cooperation and will skillfully orchestrate their movements and processes to
pursue their prey. The problem becomes, however, is that when resources become
scarce or they become bored, they will turn on each other to weed out the weak!
Horse
Herd – like many herd animals, they consider themselves to be prey. This
produces a flee or fight mentality with the “flee” or conflict avoidance usually
the standard operating procedure! A herd of horses are led by a dominant leader
with little thought as to what they are doing or where they are headed. The
reliance on the leader is absolute and independent action is discouraged. The
herd will protect weaker members often at the expense of themselves or their
efforts. Leadership transition is competitive but open only to internal
members.
Meerkat
Colony – meerkat colonies are extremely tight knit where compliance and
conformity is valued. This creates a social structure where everyone cares for
everyone else but the goal is just survival. Subsequently, the colony plays “not
to lose” and keeps a low profile in a very competitive environment filled with competing
meerkat colonies and predators.
Dolphin
Pod – a group or “pod” of dolphins is comprised of complex and fluid social
structures. Much like a tech start up, membership in the pod is dynamic with
members coming and going as they seem fit or see an advantage. The pod will
often “self-regulate” punishing or rewarding members as the pod decides.
Leadership is less pronounced and is distributed due to the transient nature of
members and tasks. Like members of a start-up, dolphins are highly intelligent
and communicate in a highly efficient manner; thus, can innovate quickly.
Much
like animal groups, human organizations are a product of their surrounding
environments and personal characteristics. They form and operate based upon
their function in the kingdom of the marketplace! Unlike our animal friends,
however, human organizations are not doomed to their fixed, Darwinian style of evolution.
Human organizations can change and adapt to BOTH look after the welfare of
their members AND compete effectively in their respective arenas.
So, what
type of organization does your enterprise resemble? Back to Dr. Cloud’s
assertion that cultures are created by what the leadership ALLOWS or CREATES. So
as a leader, if you do not like what you see or hear when you take a good,
honest look at your organization, that is a you and you deal!
As always if I can help you and the
people you associate with Get Better, Be Ready and LEAD OUT LOUD, I would
invite you to email me or to visit my website below and see if any of the
training or coaching experiences I offer can provide an impact! Also, as a
bonus, if you go to my Out Loud Strategies website (www.outloudinc.com) and enter your contact information, I will
send you a FREE guide to establishing a mentoring initiative program in your
organization! Such an initiative would be critical to add value to your
organization!
Yours in Leadership (and
still walking both roads!),
Bill Faulkner
Principal Consultant –
Out Loud Strategies
Independent Coach,
Speaker, and Trainer with the John Maxwell Team TM
Email = bill@outloudinc.com
