Evolutionary Nepotism: Cliques, Insiders, and Private Lunches

Thursday, 2/11/16 @ 4:00 PT & 7:00 ET

We have been discussing nepotism as something beyond its customary definition of advantages being given to a person because of familial relationships.

We define nepotism as any circumventing, contriving, or controlling a process or outcome to favor, reward, or privilege a person (not necessarily at another’s expense) for personal or social reasons.

That is our official organizational definition and should form the backdrop to this week’s discussion of whether that broad version of nepotism can develop over time independent of the hiring process through cliques, in-groups, and sycophants. If so, what are the conditions that cause it and why do they exist in the first place?

While last week’s discussion was about individuals who bring dysfunction with them, this week’s focus is intended to be on the sort of work cultures that foster it.

The 7th Radical Idea

Our contention is that this form of “evolutionary nepotism” is even more likely and common than nepotism in the hiring process, almost ubiquitous, because the hiring process itself is faulty.

Moreover, the taboo on friendships at work provides a relational vacuum that is filled by the cliques and in-groups.

Our position is that the 7th Radical Idea itself, when coupled with serious and lavish recruiting that weeds out the cliquish sorts will largely eliminate the problem.

That’s this week’s discussion.

#GTIdeology Happy Hour

We discussed this topic on February 11, 2016. The questions are below and you can read the transcript here.

You’re invited to — and we hope that you will — join us at 4:00 PT & 7:00 ET every Thursday to unofficially kick off the weekend with us and the smart, fun, and friendly #GTIdeology Happy Hour crowd.

Here is our cool video intro and the questions. We tweet out reminders each week. If you’d like one, just tweet @ us and let us know. We’ll be happy to tweet you one. Cheers!

Q1. In your opinion, can nepotism creep up over time through cliques and in-groups practicing favoritism?

Q2. Per our 7th Radical Idea, we are committed to long-run, n-depth sourcing and recruiting to identify and remove cliquish sorts pre-hire. What do you think?

Q3. Agree or disagree: It is because “work” typically purports to exclude friendships that cliques invariably arise to fill the vacuum? Why?

Q4. Discuss the sort of organizational culture that becomes a petri dish for cliques and other damaging viruses to grow and thrive.

Q5. Do you have epic clique and in-group stories to share, whether hilarious or horrifying? Tell us about it!