Purdue University evolutionary biologist, William Muir, studied the productivity of chickens, specifically their egg-laying capabilities. He divided chickens into two groups:
- Average Chickens: A group of regular, unselected chickens that were left to live and reproduce naturally over generations
- “Superchickens”: Chickens that were the most productive (laid the most eggs) in their group. These “star performers” were selectively bred to create a group of highly productive chickens
He continued this experiment for multiple generations, leaving the first flock to breed unchecked while in the second group, he only selected the most productive to continue breeding.
The result?
The first group (average chickens) fared very well. The nine “average” hens were getting along just fine, and their egg production increased with every generation.
The Superchickens? Six of the nine hens were dead and the three remaining hens were pecked bare. The battle for dominance had destroyed the group.
Muir’s experiment is mirrored in organizations where star performers burn themselves and others out, whereas cohesive teams deliver increasing results over time by caring for and collaborating with each other. Focusing overwhelmingly on star performers often creates a toxic, hyper-competitive culture that undermines collective and sustained success. Yet, most organizations overvalue high-performing individuals while neglecting the importance of teams.
Recent research by Sapien Labs further demonstrated similar dynamics among humans. The study, covering over 55,000 people across 64 countries, showed that colleague relationships have the highest impact on our capacity to perform – 45% more than having manageable workloads or flexibility.
So why do we continue to chase “top talent”? Why are performance management processes architected to separate “high”, “average”, and “low” performers? Why are rewards and promotion systems designed to elevate individual stars, rather than cultivate healthy, high-performing teams?
Challenging these norms led us to create Samuh. In Sanskrit, Samuh signifies a group coming together for a purpose larger than themselves. Our purpose is to help organizations create conditions where people and toplines thrive.
Scientifically. Measurably. Sustainably.
