Some time ago, I watched the series Teen Wolf, and it struck a chord with me as I’ve spent a considerable amount of time in leadership roles, building teams around ideas, enabling people, and supporting communities. This experience has taught me valuable lessons about team dynamics, particularly the interplay between different types of leaders and followers.

I often watch videos on leadership and draw inspiration from the genius minds of various fields like Steve Jobs, Neil deGrasse Tyson, and Simon Sinek. Their insights have shaped my understanding of effective leadership. Recently, a particular thought clicked in my mind: a squad of betas will never welcome an alpha. This concept resonates deeply within organizational structures and team dynamics.

When companies hire new individuals, there is often resistance from existing team members. This resistance doesn’t necessarily stem from the newcomer’s lack of preparation or suitability but from the inherent challenge that betas face in keeping pace with an alpha. As Simon Sinek wisely puts it, “Leadership is not about being in charge. It is about taking care of those in your charge.” This suggests that an alpha’s arrival can disrupt the status quo, challenging the betas to elevate their game or risk falling behind.

In Teen Wolf, Scott McCall’s journey from a regular high school student to an alpha werewolf is a perfect example. Initially, Scott struggles with his new role, facing resistance from others who question his leadership. However, over time, he proves his worth through his actions and the way he cares for his pack, ultimately earning their respect and loyalty. This mirrors the real-world scenario where an effective leader must demonstrate their capabilities and earn the trust of their team.

Similarly, a squad of alphas will never settle for anything less than an alpha. They wouldn’t want to bear unnecessary delays due to a beta in the team. Steve Jobs once said, “It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.” This reflects the idea that alphas seek peers who match their drive and capability, fostering an environment where high achievers can thrive without being held back.

To be a part of a team of alphas, one needs to shadow an alpha and, when the time comes, prove that they are an alpha. This involves learning from the best, understanding the nuances of leadership, and stepping up when the opportunity arises. Neil deGrasse Tyson, an advocate for continuous learning, says, “No one is dumb who is curious. The people who don’t ask questions remain clueless throughout their lives.” This curiosity and willingness to learn from an alpha are crucial steps in transitioning from a beta to an alpha.

In a development team, both alphas and betas play important roles. Alphas drive innovation and push boundaries, while betas provide stability and support. Effective teams recognize and balance these dynamics, leveraging the strengths of each member to achieve collective success.

In conclusion, the dynamics of leadership and team composition are complex but essential for organizational growth. Drawing lessons from Teen Wolf and the wisdom of great leaders, it becomes clear that both alphas and betas have their place. By fostering an environment of mutual respect and continuous learning, teams can navigate these dynamics successfully and achieve great things together.