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Name: Tribal
Rating: 3.8 (24 reviews)
Author: Michael Morris

Michael Morris

How the Cultural Instincts That Divide Us Can Help Bring Us Together

3.8 (24 ratings)

19 mins

Brief summary

Tribal delves into human connection, examining how deep-seated instincts drive us toward forming groups. It explores the impact of tribalism on identity and society, offering a deeper understanding of communal and individual dynamics.

Topics

Culture Social Philosophy Anthropology

Table of Contents

Tribal
Summary of 5 key ideas

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Key idea 1 of 5

What’s in it for me? Understand how cultural instincts shape division and create unity.

What drives people to form tight-knit groups, rally around shared beliefs, and fiercely defend their traditions? Whether it’s a die-hard sports fanbase, a loyal corporate team, or a centuries-old cultural identity, human beings are wired to seek belonging. Our desires for connection, admiration, and tradition shape our decisions and behaviors – sometimes in surprising ways.

For example, take South Korea’s preparation for the 2002 World Cup. Aside from merely improving their team’s performance on the field – they required a fundamental shift in mindset. The team’s longstanding cultural traditions emphasized deference to authority and rigid hierarchy, which ended up limiting opportunities for younger players and made the team’s approach on the field utterly predictable. But when Guus Hiddink, a seasoned Dutch coach, took the reins, his unorthodox strategies pushed the team outside its comfort zone. Hiddink introduced sweeping changes to player selection and training methods. While controversial at first, his approach began to reveal untapped potential within the squad – reflecting a broader ability to adapt and reimagine entrenched traditions. Hiddink’s methods displayed how cultural patterns, often viewed as immovable, can be altered when circumstances demand it. By challenging the old ways, the team developed a fresh sense of unity and flexibility that prepared them to compete at the highest level.

By exploring the patterns behind group identity, you’ll discover how shared stories, rituals, and instincts influence everything from politics to business. Why do we instinctively trust those within our group while remaining skeptical of outsiders? How do traditions strengthen our sense of belonging? And most importantly, how can we use this knowledge to create stronger, more inclusive communities?

In this Blink, we’ll walk you through key insights into human nature, showing how to navigate and leverage cultural instincts for leadership, influence, and collaboration. Whether you’re interested in understanding social dynamics, improving team cohesion, or simply making sense of human behavior, you’re about to embark on a fascinating journey into what truly binds us together.

Tribal instincts are the foundation of human success

Let’s start with some basics. Humans haven’t survived by being the strongest or fastest – they’ve thrived because of their ability to cooperate. Early humans, like Homo erectus, discovered that working together made life possible in ways individual effort never could. For instance, persistence hunting, where a group chased prey to the point of exhaustion, required planning, endurance, and teamwork. Beyond hunting, cooperation extended to foraging, which required sharing knowledge of food sources and collaborative effort. Collecting diverse resources like nuts, tubers, and water lilies was often a group activity, benefitting from the combined skills and efficiency of working together. Cooking meals further reinforced these cooperative behaviors, as shared meals became central to group bonding.

This teamwork was supported by the development of the peer instinct, which allowed humans to learn from one another in ways other primates couldn’t. Unlike chimpanzees, who lack the ability to plan long-term tasks, divide labor, or develop shared knowledge, humans created a culture of observation, imitation, and innovation. Skills like tool use, fire management, and collective problem-solving flourished, fostering a level of cooperation unmatched by any other species.

As humans started forming tighter social bonds, rituals and symbols emerged as tools to strengthen their connections. These were far from arbitrary acts; they had both practical and symbolic purposes. Rituals, such as communal gatherings, often organized labor for large projects like temple-building or collective hunts, while symbols reinforced shared identity and trust within the group. By participating in these practices, individuals solidified their belonging and their shared purpose. This combination of practical function and symbolic meaning made rituals integral to group cohesion.

Tribal instincts – cooperation, peer learning, and rituals – weren’t mere survival tools but the foundation for interconnected, trusting groups. They enabled the advanced social structures that define humanity today.

Cultural signals, storytelling, and the art of change

It’s 1920. Prohibition has just gone into effect across the United States. The temperance movement, driven by decades of grassroots advocacy, has successfully pushed the Eighteenth Amendment into law, banning the sale of alcohol. Public pledge events and media campaigns flood the country, making abstinence a visible marker of moral character. Lawmakers, under intense pressure, align themselves with this growing movement, creating the appearance of overwhelming public support for the ban.

For a while, the illusion held. But cracks began to show when a magazine poll revealed a hidden “wet” majority – citizens who opposed Prohibition. Suddenly, public debate reignited. Resistance grew as Americans questioned whether the cultural signals they’d been following truly reflected the nation’s values. By 1933, the Twenty-First Amendment repealed Prohibition, unraveling the temperance movement’s once-dominant narrative. This dramatic reversal highlighted the power – and limits – of cultural signals. They can shape behavior and create societal norms, but when disconnected from shared values, they’re vulnerable to collapse.

How cultural change grows from habits to institutions

How does culture spread and take root in societies? Let’s take the two main paths addressed in the previous section: grassroots movements and top-down approaches. Both involve different strategies and rely on specific factors to succeed. Let’s explore how these mechanisms work and what they reveal about cultural change.

Grassroots movements often begin with small, everyday actions that grow into broader ideals. Take Gandhi’s movement for Indian independence. Rather than solely resisting colonial rule, it began with visible, symbolic acts like spinning yarn and making salt. These simple actions connected with people’s daily lives, creating a sense of shared purpose. Gradually, they transformed into larger efforts to challenge institutions, from boycotts of British goods to nonviolent protests.

The power of stories as tools for unity

Why do organizations tell stories? It’s because shared narratives are one of the most powerful ways to bring people together. By creating a shared story, organizations build identity, loyalty, and a sense of belonging across its workforce. And these stories aren’t random; they’re carefully crafted to reflect the organization’s values and history. They might highlight a company’s humble beginnings, celebrate a key anniversary, or focus on the legacy of an iconic leader. The key is authenticity – when a story feels consistent and meaningful, it becomes much easier for people to connect with it.

Traditions are another important part of this process. They’re how organizations build collective memory. Think of Thanksgiving in the US – even though its historical accuracy is debated, it has become a unifying tradition for the nation. Companies do something similar. Harley-Davidson, for instance, emphasizes its heritage by hosting rallies and showcasing vintage designs, reminding its customers of the brand’s long standing identity. Leaders also create or adapt traditions when they need to. Nelson Mandela, for example, framed South Africa’s Truth and Reconciliation Commission using local ideas like ubuntu, which emphasizes community and reconciliation. By tying new initiatives to familiar cultural practices, Mandela made them more relatable and impactful.

From “us versus them” to unity and progress

Have you ever noticed how people seem to split into “us” versus “them” groups, especially in politics or online spaces? That’s toxic tribalism at work. It’s a modern twist on something humans have always done: sticking with our group to feel safe and supported. In its original form, tribalism helped us cooperate and survive. But today, it often divides us instead. Social media plays a big role in this, creating echo chambers where people only hear ideas they already agree with. Algorithms show content that confirms someone’s existing beliefs, which makes their views feel more “right” and others’ more “wrong.” On top of that, where people live – like cities versus rural areas – reinforces these divides.

When tribalism gets toxic, it’s more than just disagreeing. People start living in completely separate realities. For example, someone might firmly believe climate change is a hoax, while someone else sees it as an urgent crisis. These divides create distrust, making it almost impossible to cooperate on important issues. Even everyday choices, like where people shop, reflect this polarization. Think about how Whole Foods is seen as a “Democratic” store and Cracker Barrel as a “Republican” one. This kind of symbolic division turns almost everything into a political statement, deepening the sense of “us versus them.”

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What is Tribal about?

Tribal (2024) explores the deep-rooted cultural instincts that drive human behavior, revealing how our need for belonging, admiration, and tradition shapes our decisions. By recognizing these instincts, we can leverage them to foster positive change, build stronger communities, and create more meaningful connections.

Who should read Tribal?

Leadership and organizational development professionals
Cultural anthropologists and sociologists
Educators designing group dynamics or cultural studies curricula

About the Author

Michael Morris is a cultural psychologist at Columbia University's Graduate School of Business and Department of Psychology. He’s contributed to media outlets such as Time and the New York Times, providing insights on cultural change, politics, and leadership.

Categories with Tribal

Personal Development Society & Culture Communication Skills

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