From an evolutionary perspective, “bonding” is the ability of viable independent entities to create an internally cohesive group structure.
After adaptability and continuous learning, the ability to bond is the most important evolutionary characteristic.
The purpose of “bonding” in an organisational context is to create internal cohesion—a cohesive group structure that operates as if it had one mind: as a “We”, and not as a bunch of separate “I’s.”
The most important value in human bonding is trust. Trust brings people together and facilitates interactions. Without trust there can be no individual or collective bonding.
For an organisation to operate with one mind means that it must align the needs of the “organisational ego”, with the needs of the “organisational soul.” This is achieved in exactly the same way as it is in personal evolution—by reducing the impact of the fear-based behaviours of the leaders, managers, and supervisors on decision-making, and aligning the positive ego energies of the leaders, managers and supervisors with the purpose and vision of the organisation.
This means on the one hand, increasing the internal alignment of the organisation by creating a shared sense of direction for the organisation (where it is going—a vision), a shared sense of purpose (how it is going to get there—a mission), and a set of values that guide its decision-making; and at the same time, reducing the level of cultural entropy in the organisation by supporting the leaders, managers, and supervisors in reducing their personal entropy through developing their personal mastery skills.
The ability to develop significant levels of internal cohesion in an organisation is the key differentiating factor in moving from good business performance to great business performance. Internal cohesion begins with the leadership team.
There are four important aspects to building internal cohesion in a leadership team: