The "superchicken model," where importance is placed on star

employees who outperform others, is frequently used to operate

organizations. But, the most productive teams aren't motivated by this. Thus
according Margaret Heffernan, social cohesiveness created during coffee
breaks and whenever a team member requests assistance from another
ultimately results in excellent outcomes over time. It involves a fundamental
reevaluation of what motivates us to produce our best work and what it
means to be a leader. Since only individuals have ideas, according to
Heffernan. "Organization don't".

This talk really addressed to me since I used to groan when I had to

work on group projects with people who weren't as capable as I was at
finishing the task at hand. Even if I try to act like a leader, that just makes
them feel more intimidated. My perception of them as incompetent only
serves to reinforce that belief in their own minds, thereby setting my team to
fail. That explains why all of my group efforts at the time were terrible.
because I don't respect the genuine talents and potential of each individual. I
believe, whenever I have to deliver a group presentation, I have the
participants speak in front of me and offer feedback as if I were a qualified
speaking instructor. Nevertheless, in reality, I'm an arrogant individual who
needs to be made aware of the value of social capital. As of now collaboration
is key, in today's interconnected and fast-paced work environment,
collaboration is essential to success. Everyone need to work together, share
ideas and resources, and collaborate on project, Because a rigid pecking order
can hinder collaboration and limit innovation. And the one thing that I realized
is everyone has something to offer. Each and every one of us has unique skills,
experience, and perspectives to bring to the table. A pecking order can make
it difficult for individuals to share their ideas and be heard, leading to a loss of
valuable insights and contributions.

In conclusion, a pecking order may have served a purpose in the past,

but in today's fast-paced and collaborative work environment, it is time to
move away from this model and embrace a more inclusive, flat organizational
structure.