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Hot Groups

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Hot Groups

Seeding Them, Feeding Them, & Using Them to Ignite Your Organization

Oxford UP,

15 min read
10 take-aways
Audio & text

What's inside?

How to make your work teams sizzle and keep the corporate flame burning.

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Editorial Rating



  • Innovative
  • Applicable


This book is about using and encouraging intense teams at work. Jean Lipman-Blumen and Harold J. Leavitt make it clear that hot groups are not a new management phenomenon. They have existed since the beginning of time. The ability of hot groups to respond to problems quickly with innovative solutions will make them an essential component of organizations in the future. Many of the techniques mentioned in this book can be used without instituting major changes in your organization. While the book offers many organizational case studies as evidence of the effectiveness of hot groups, it lacks hard numerical data showing the bottom-line results organizations get when they support hot groups. Despite that, getAbstract recommends this book to managers and leaders who want to introduce or use hot groups or are already using groups in their organization.


What Is a Hot Group?

A hot group is not some new kind of team. The term represents a distinctive state of mind sometimes reached by groups and teams. Hot groups are task-obsessed and work with passion. Their behavior is intense and sharply focused. Hot groups see real meaning in their work. Team members become completely captivated by their tasks, allowing them to monopolize their hearts and minds. To become a hot group, a group’s members have to share this special state of mind. Most groups are unable to do this.

Hot groups generally start spontaneously, before any official team programs are introduced. Many groups bold enough to establish themselves in an organization are initially tolerated, but they are usually largely ignored. Formal team programs instituted by management are almost the opposite of a hot group. Most of these groups are merely last-year’s human resources pet. In the future, hot groups will become an essential structural aspect of organizations.

What Makes Them Hot?

Hot groups are too busy to worry about the feelings of the members of other groups or the feelings of the parent organization. From the outside, they may appear to be unruly...

About the Authors

Jean Lipman-Blumen is the author of The Connective Edge: Leading in an Interdependent World (1996). Harold J. Leavitt is the author of Managerial Psychology: Managing Behavior in Organizations.

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