I recently finished a book entitled “Tribes” which is about society’s need for leaders and how those leaders assemble, develop, and communicate with a group of people who have a common idea. At first I thought the book was going to be about leading in the business world, but it was far from that and surprised and challenged me in a many ways.
Tribes vs. Crowds
- A tribe is a group of people connected to one another, connected to a leader, and connected to an idea.
- A crowd is a tribe without a leader.
- A crowd is a tribe without communication.
Managers vs. Leaders
Managers use resources (like people) to maintain the status quo. Leaders, on the other hand, are about creating changes that advance their ideas. If this happens in a faith community the pastor, instead of taking risks that move “the idea” (gospel message), may choose to manage the “crowd” and secure the establishment. Retreats, conferences, and luncheons become maintenance opportunities, self-focused to solidify who they are and what they stand for. Managers sound the trumpet and circle the wagons, leaders the trumpet to advance.
Managers are also more concerned about controlling the environment than empowering the tribe and are committed to the system or religion of how things are done. Managers raise up assistant managers; leaders empower their tribes to make change. For example, Martin Luther was labeled a heretic when he nailed his 95 Theses on the Wittenberg door, but he didn’t change his faith, he sought to change the environment. He translated the Bible into the people’s language, enabling the “tribe” to further the cause of Christ, not just those who spoke Latin. If you are going to lead, you can’t be afraid to challenge the status quo of the religion to help the idea move forward and you can’t be afraid of empowering their tribe.
Managers use resources (like people) to maintain the status quo. Leaders, on the other hand, are about creating changes that advance their ideas. If this happens in a faith community the pastor, instead of taking risks that move “the idea” (gospel message), may choose to manage the “crowd” and secure the establishment. Retreats, conferences, and luncheons become maintenance opportunities, self-focused to solidify who they are and what they stand for. Managers sound the trumpet and circle the wagons, leaders the trumpet to advance.
Managers are also more concerned about controlling the environment than empowering the tribe and are committed to the system or religion of how things are done. Managers raise up assistant managers; leaders empower their tribes to make change. For example, Martin Luther was labeled a heretic when he nailed his 95 Theses on the Wittenberg door, but he didn’t change his faith, he sought to change the environment. He translated the Bible into the people’s language, enabling the “tribe” to further the cause of Christ, not just those who spoke Latin. If you are going to lead, you can’t be afraid to challenge the status quo of the religion to help the idea move forward and you can’t be afraid of empowering their tribe.
Risk / Change / Fear
Risk, change, and overcoming fear are all part of leading; fear you will fail, fear of change, fear that you don’t have what it takes, or fear that the status quo will reject you. A leader needs to push through all of these things because the idea is worth the risk and too important not to move forward.
To further ideas effectively there needs to be a tribe. A tribe needs to communicate the idea. A tribe needs a leader. Maybe you?
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