|
They hack our instinctual Out-group Bias. Instead of offering something positive, they demonize those outside our political or social group to get us to vote for them out of fear of the other side.
At work this might work against competitors. But on teams it is a recipe for disaster.
The great thing is there is a better way to motivate people that builds trust: the In-group Bias.
If you’re leading a team, it’s really helpful to activate the in-group bias.
We’re social creatures and so our brains are wired to feel secure, safe and connected when the In-group Bias is active. When this happens, we’re able to work better with our fellow human beings as a team. Just think: in almost every football movie, the underdogs need to get over their personal drama and conflict before they can start carrying that pigskin into the end-zone.
In a business setting, when people feel a strong sense of team cohesion, they can overcome obstacles, perform amazing feats, and take their team higher and farther than anyone expected—one touchdown after another!
In social experiments, researchers found that when people were placed in teams, they are more generous toward their teammates—even before they meet anyone on their team!
The part of our brain that’s responsible for altruism gets activated towards others in our in-group.
You’d think that bonuses would also be a good way to motivate people, right?
Well, it depends what kind.
Unfortunately, leaders sometimes trigger the out-group bias by accident when they give out bonuses for individual goals, but NOT team goals.
When I only think of rewards for ME, it turns off the altruism center in the brain and I’m no longer thinking of others—even if they’re on my team.
In situations like this, team members start withholding information from each other, misleading one another, or even sabotaging others on their team to gain those individually-based rewards.
(If it’s every man for himself on the field, that football team will never win the Super Bowl.)
A great way to avoid this is to balance individual and team rewards, but more heavily weighted towards the team rewards.
If you do choose to give out individual bonuses, make sure the criteria for those rewards line up with the team’s interests and its' success as a whole.
The number one thing to hack the in-group bias is to have a strong group identity and a positive, common goal.
Some companies put a lot of effort into coming up with team names, slogans, colors, etc. It may seem small, but the research shows this can really help promote team spirit.
Once people feel they’re a part of something bigger, they’ll be more generous, more willing to coach and mentor others (even if it’s not part of their job description), and really work harder even if it’s not to protect their reputation.
In-group Bias is active and group cohesion is made strong when there is one clear and positive common goal. Competing for a goal or a prize can be a powerful motivator.
Though remember, competition is helpful as long as it’s with those outside the group or organization. Otherwise, our metaphorical football team will be clashing helmets with each other instead of the other side.
By harnessing the In-group Bias, you can boost your leadership capacity and put together stronger, happier, and more successful teams.
Superbowl win, here we come!
| 
