In the 1990s, evolutionary biologist William Muir ran an experiment with egg-laying hens. He bred the most productive chickens together, the “super chickens”, expecting a new generation of record-breakers. Initially they did, but eventually they pecked each other to death out of competition. Only a few survived.
Meanwhile, a control group of average chickens, who had no choice but to cooperate, produced far more eggs.
When we reward only the loudest or most competitive people, we are likely doing more harm than good. Real performance isn’t about finding superstars, it’s about building super teams.
That’s what this week’s Daily Creative podcast conversation with behavioral scientist Jon Levy and his new book Team Intelligence is all about: how brilliant leaders unlock collective genius instead of chasing individual glory. We dove into how high-performing teams actually work, the surprising role of emotional intelligence, and why being the “glue” might get you further than being the “star.” If you’ve ever wondered why your all-star cast just isn’t clicking, or how to foster trust in a world obsessed with individual achievement, this episode offers a new lens.
Here are five truths we explored, plus a question to challenge your own instincts:
1. Rewarding only the flashiest players breeds competition, not collaboration.
The tale of William Muir’s “super chickens” teaches us that when you pit top performers against each other, you get plenty of fighting but not much productivity. It’s a neat metaphor for what happens in organizations focused on individual achievement: people start jockeying for attention and keeping each other down, rather than contributing to a shared goal. The data doesn’t lie. The teams that actually produce more “eggs” are usually those full of regular folks who learn to cooperate, communicate, and support each other.
Who in your team might be flying under the radar, and how can you create space for their contribution?
2. Leadership shouldn’t be fixed, it should flow.
Jon Levy’s research upends the classic “hero leader” story. True team intelligence emerges when leadership is fluid, shifting to whoever holds the relevant expertise at any given moment. Forget about the myth of leaders who have all the answers; the most effective teams let leadership rotate as needed, based on who’s best-equipped for each challenge, not rank or title. It’s about letting people step up (and back) organically, trusting in the knowledge and strengths around the table.
When was the last time you let someone else direct the conversation or step into leadership, and what happened?
3. Emotional intelligence multiplies team effectiveness far beyond raw talent.
Surprisingly, neither the highest IQ nor the tightest social bonds predict whether a team will thrive. Research shows that emotional intelligence. Understanding when to push or pass, who needs encouragement, and how everyone fits together is the key. Often, teams with more women outperformed simply because women tend to index higher for emotional intelligence, not because of gender itself. The glue here is the ability to be aware, to sense the team’s mood, and act accordingly.
How can you make your team a safer place for ideas, vulnerability, and risk?
4. Incentives matter, but misaligned rewards undermine collaboration.
The way organizations structure rewards can quietly sabotage teamwork. If only the top 10% get bonuses, guess what? You’re incentivizing people to subtly (or not-so-subtly) keep others down. Even in basketball, the most effective coaches aren’t those who churn out higher scorers—they’re the ones who increase passing and selflessness on the court. Extraordinary things happen when you set up rewards that encourage everyone to win together, rather than alone.
Are your incentives aligned with what you actually want?
5. Every team needs ‘glue players’—the invisible force that amplifies everyone’s output.
Perhaps the most overlooked ingredient: the “glue” players. These aren’t your top scorers; they’re the ones with high emotional intelligence, forward-thinking, and self-sacrifice, quietly multiplying the effectiveness of the whole team. Like Shane Battier in the NBA, their presence boosts everyone’s performance, even if their personal stats don’t shine. The lesson? Sometimes, being the person who sets others up for success is the most valuable role of all.
How can you be the glue player this week?
Creativity doesn’t thrive in isolation. It grows in the space between us.
This week, try focusing less on outshining and more on amplifying. Where could you step back, offer a quiet nudge, or help others feel safe sharing a half-formed idea? Your impact might just extend far beyond your own output.
That’s leadership, regardless of your role.
