Podcast Summary: "What Evolutionary Psychology Teaches Us About How To Influence People" with Michael Morris

Podcast Information:

• Title: 10% Happier with Dan Harris
• Host/Author: Dan Harris
• Episode Title: What Evolutionary Psychology Teaches Us About How To Influence People | Michael Morris
• Release Date: December 16, 2024

Introduction

In this engaging episode of 10% Happier with Dan Harris, host Dan Harris welcomes Michael Morris, the Chavkin Chang Professor of Leadership at Columbia Business School and author of the insightful book, Tribal: How the Cultural Instincts that Divide Us Can Help Bring Us Together. The discussion delves into the nuanced understanding of tribalism, contrasting its often negative connotations with its evolutionary underpinnings and potential for positive influence in leadership and organizational contexts.

Michael Morris's Background and Book

Michael Morris introduces himself as a behavioral scientist specializing in cultural psychology. He emphasizes how his academic background equips him with the tools to study cultural frames—the underlying scripts shaped by various cultures, including national, religious, organizational, and professional. His research focuses on the activation and evolution of these cultural assumptions, aiming to create a "playbook for leading people through culture." This foundational work culminates in his book, Tribal, which seeks to harness the often misunderstood aspects of tribalism to foster unity and effective leadership.

"Wise leaders have always led through culture."
— Michael Morris [07:29]

Evolutionary Roots of Tribal Instincts

Morris explains that tribal instincts are deeply rooted in human evolution, distinguishing us from other primates. Unlike animals that rely solely on kinship or direct bonds, humans developed the ability to form large, cohesive groups bound by shared ideas and practices. These instincts—peer, hero, and ancestor—are the psychological drivers that enabled early humans to collaborate effectively, leading to advancements that propelled our species to dominance.

"Human nature is nurture, meaning that we are the primates who became wired by evolution to internalize the patterns of the communities that nurture us."
— Michael Morris [10:05]

The Three Waves of Tribal Instincts

Morris outlines three major phases in the evolution of tribal instincts:

1. Peer Instinct ([14:57])

   • Definition: The urge to align behaviors with peers—classmates, neighbors, coworkers.
   • Impact: Facilitates collective actions like hunting and foraging, enhancing survival through cooperation.
   • Key Insight: While often criticized for promoting conformity, the peer instinct underpins much of human innovation by enabling collective thinking.

   "Our conformist side does occasionally inhibit our independent thinking and creativity, but it fosters most of the innovation we do, which is collective thinking."
   — Michael Morris [14:57]

2. Hero Instinct ([19:00])

   • Definition: The tendency to look up to and emulate high-status individuals like leaders and innovators.
   • Impact: Drives pro-social behaviors and innovation by rewarding individuals who take risks for the group’s benefit.
   • Key Insight: Prestige learning allows societies to adapt and evolve by emulating successful behaviors.

   "The hero instinct gives that to the group. [...] The hero instinct gives that to the group."
   — Michael Morris [22:30]

3. Ancestor Instinct ([27:07])

   • Definition: A sentimental attachment to traditions and ancestral wisdom.
   • Impact: Enables cultural accumulation, allowing societies to build upon past knowledge without each generation starting from scratch.
   • Key Insight: Acts as a precursor to modern concepts like cloud computing, where shared knowledge enhances collective intelligence.

   "The ancestor instinct as a kind of precursor to cloud computing."
   — Michael Morris [27:02]

Practical Applications in Leadership and Organizations

Morris transitions to the practical implications of understanding tribal instincts, particularly in leadership and organizational settings. He emphasizes the dynamic nature of culture and how leaders can consciously trigger and evolve cultural frames to guide their teams effectively.

Code Switching and Symbols ([48:10])

• Explanation: Code switching involves adapting one's behavior or language to fit different cultural contexts, fostering better communication and trust.

• Application: Leaders can use symbols, slogans, and rituals to create a cohesive and motivated organizational culture.

  "These things are not just hocus pocus. They have a very tangible psychological effect on people."
  — Michael Morris [51:22]

Rituals and Ceremonies ([39:26])

• Explanation: Rituals, whether large-scale ceremonies or small office traditions like "Meditation Monday" or "Taco Tuesday," reinforce cultural continuity and unity.

• Application: Implementing regular rituals can strengthen team cohesion and embed organizational values deeply within the culture.

  "Ceremonies affect us very much [...] they have a very tangible psychological effect on people."
  — Michael Morris [40:59]

Case Study: Mary Barra’s Leadership at GM ([55:10])

Morris presents a compelling case study of Mary Barra, CEO of General Motors, illustrating effective cultural leadership. Barra's initiative to overhaul GM's outdated dress code exemplifies how symbolic changes can ripple through an organization, signaling a shift towards more inclusive and adaptive cultural norms. By empowering individual divisions to define "dress appropriately," Barra fostered a sense of ownership and modernization, contributing to GM’s successful transformation under her leadership.

"She proposed that this dress code that everyone knew would be ripped up and replaced by a two-word dress code: Dress appropriately."
— Michael Morris [55:21]

Balancing Tribalism: Avoiding Negative Outcomes ([63:25])

While tribal instincts hold immense potential for positive influence, Morris cautions against their misuse, which can lead to divisiveness and conflict. He discusses the rising partisan polarization as a manifestation of tribal instincts gone awry. Morris advocates for strategies that leverage tribal instincts constructively, such as fostering dialogues based on shared passions rather than partisan identities, to bridge divides and promote unity.

"These tribal instincts can get caught up in feedback loops where they operate unchecked and there are ripple effects and they end up affecting people more than they should."
— Michael Morris [63:25]

Conclusion

The episode underscores the dual-edged nature of tribal instincts—while they can foster innovation, unity, and effective leadership, they also possess the potential for division and conflict if not managed thoughtfully. Michael Morris's Tribal provides a framework for understanding and harnessing these instincts to build stronger, more cohesive communities and organizations. Leaders are encouraged to recognize and utilize the peer, hero, and ancestor instincts to influence positively and navigate the complexities of modern cultural dynamics.

Notable Quotes:

• "Tribal instincts are the psychological drivers that enabled early humans to collaborate effectively."
  — Michael Morris [10:05]

• "Ceremonies can create a state of reverence and mindfulness that is wanted for a given event."
  — Michael Morris [48:27]

Learn More:

• Book: Tribal: How the Cultural Instincts that Divide Us Can Help Bring Us Together by Michael Morris
• Websites: tribalbook.org, michaelworris.com

This comprehensive summary captures the essence of the episode, highlighting Michael Morris's exploration of tribal instincts and their application in leadership and organizational culture. Through evolutionary psychology, Morris provides actionable insights for harnessing these instincts constructively while mitigating potential downsides.