When I hear the word Glastonbury I think of the mud, wellies and stinky loos! However there are better positive pictures that I could bring to mind, like the colourful landscape of canvas tents, the diversity of arts that are available and the passion of the people attending. So love it or loathe it, being at this unique tribal gathering for 5 colourful days in the Somerset countryside is always interesting!
This festival of contemporary performing arts, inspired by the Hippie subculture and youth movement, has become the largest Greenfield festival in the world. When Michael Eavis hosted the first festival on the 19th September 1970, I am sure he had no idea he would be creating a tribe of approximately 175,000 people!
The Oxford Dictionary defines a tribe as “A social division in a traditional society consisting of families or communities linked by social, economic, religious, or blood ties, with a common culture and dialect, typically having a recognized leader.”
The largest tribe in the world is the Pashtun tribe in Afghanistan, with a population of 45 million people. Glastonbury has its own diverse tribes, as do many businesses, some might even say that Glastonbury is a business!
The research carried out by Dave Logan, John King and Halee Fischer-Wright suggest that to create a thriving corporate culture you need strong tribes and an effective tribal leader. Richard Branson is considered an effective tribal leader so too was Steve Jobs. Their tribal culture supports the corporate culture and the results are greater strategic success, effective workplaces, less stress and more fun, a la Google!
In the book Tribal Leadership which can be purchased here http://www.triballeadership.net/book it details the five stages of how to improve your tribes.
The five stages include:
• Stage One: The stage most professionals skip which we address is tribes, whose members are despairingly hostile—they may create scandals, steal from the company, or even threaten violence.
• Stage Two: changing the dominant culture for 25 percent of workplace tribes whose members who are passively antagonistic, sarcastic, and resistant to new management initiatives.
• Stage Three: Addressing the 49 percent of workplace tribes 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: Empowering the 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.
The true identity of a Tribe can be found in its core values; their guiding principles that dictate behaviour and actions. Here are some core values that you or your tribe may have:
I think those attending Glastonbury 2015, on the whole, have many of the core values listed above. The 14th Dalai Lama, who is an inspirational tribal leader in his own right, took to the stage in the King’s Meadow. He wanted to share his message of “love and tolerance and fairness” He was alluding to the other kinds of tribes that use, religion, politics, hatred and weapons as their core values. That maybe another blog!
Whichever tribe you belong to, enjoy it. I am off to get my tennis shoes on, collect my Wimbledon ticket and join my tennis tribe for a fun filled fortnight.