Margaret Heffernan: Forget the superchicken pecking order: Difference between revisions
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== Forget The Super Chickens == | == Forget The Super Chickens == | ||
Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. | Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. | ||
*And yet, this isn't what drives the most high-achieving teams. | *And yet, this isn't what drives the most high-achieving teams. | ||
*Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. | *Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. | ||
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[[Category:Issue-Collaboration]] | [[Category:Issue-Collaboration]] | ||
[[Category:About-Helpfulness]] | [[Category:About-Helpfulness]] | ||
[[Category:Issue-Success]] | |||
Revision as of 11:41, 24 February 2020
Forget The Super Chickens
Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others.
- And yet, this isn't what drives the most high-achieving teams.
- Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results.
- It's a radical rethink of what drives us to do our best work, and what it means to be a leader.
- Because as Heffernan points out: "Companies don't have ideas. Only people do."