Take any group of people, even those who have never met each other before, and split them into two teams. Give them some kind of symbol, perhaps call one the yellow team and the other purple. Within about 10 minutes, sometime less, they don't just like and trust those in their own team more, they also like and trust those in the other team less. Just because they've been told they're in a team. Why?
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Adaptive Leadership and Cultures
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Scoop.it!
To have purpose in one’s work is to achieve what we might coin “workplace actualization”. You may be familiar with Abraham Maslow’s “Hierarchy of Needs,” where at the top of society’s (arguably) mo…
Andrew Gerkens's insight:
How can leader's harness the potential of their teams through development of individual/shared purpose... 
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Belonging as a core human need.
In addition to the idea of evolving to a more purpose driven culture, this article also got me thinking about the potential of ESN and other social tools to connect people across boundaries based on purpose/practice.