I had first heard about In-groups in the context of the Leader Member Exchange theory.
Charu describes a manifestation of such a process which she labels "Sutta-Bonding" :-)
Becoming a member of the Leader's in-group is a tricky political thing, and is a double edged sword. Often when leaders leave the new leader either marginalises the earlier in-group or replaces it with his or her own in-group.
The causes for formation of such an in-group might be visible (like people who like smoking together) or more ingrained in social biases (like a similar worldview). For being an effective leader it becomes imperative to constantly be inclusive and get view-points of people not in the in-group to get a diverse perspective.
How does your organization define diversity and inclusion?
I couldn't agree more with the "sutta bonding" phenomenon. Most times I have always received "pearls of wisdom" from my superiors when they are at "it"!
ReplyDeleteI would think every organization has its own set of silos, other than the more popular smoker vs non smoker, there are - boss's favourites vs others,loud-mouths vs the silent few, late workers vs the timely departers.....
Cheers :)