The document tells a story about Perry the peacock who joins the Land of Penguins. While the penguins initially appreciate Perry's new ideas and creativity, over time they become uncomfortable with how different he is. Perry is loud, colorful, and has many new ideas that disrupt the penguins' preference for uniformity. As the penguins try to force Perry to conform, both parties become unhappy. The story is an allegory for how organizations often appreciate new ideas at first but later try to stifle creativity to maintain the status quo. For an organization to thrive, it must find acceptance for diversity and be open to new perspectives.
1. A Peacock in the Land of Penguins Adapted from a book by BJ Gallagher Hateley & Warren H. Schmidt
2. There once was a time, in the not so distant past, when penguins ruled many lands in the Sea of Organisations. These penguins were not always wise, they were not always popular, but they were always in charge.
3. The top management wore the same outlook in their distinctive black and white suits. They believed that uniformity is the way to do things; Uniformity is Unity.
4. On the other hand, worker birds wore c o l o u r s and outfits that reflected their work and lifestyles.
5. Birds who aspired to move up the corporate ladder were encouraged to adopt the penguins ’ code of conduct and wear the penguin suits. They learn the penguin stride and follow the example of their leaders.
6. One day, Perry the peacock joined the Land of Penguins. He was loud, c o l o u r f u l and full of new ideas. Although he was different, the penguins were impressed by his new ideas. They felt that he has real Penguin Potential.
7. Initially, everyone was happy. The penguins were pleased with their new recruit. Perry was creative and he brought in good results. =
8. However, as time went by, the penguins began to murmur against Perry . He was too loud, too colourful and had too many new ideas that intruded the penguins ’ comfort zone. Too colourful Too Loud! Too many new ideas! We are NOT comfortable!
9. Perry was also unhappy. The penguins tried to turn him into a penguin . He was told to “try to be like the rest of us, wear a penguin suit ” . Both parties were unhappy. Be like us! Wear a penguin suit! Leave me alone...
10. We see this story unfolds in many organisations today. Creativity and innovation are seen to be “ a breath of fresh air ” in many organisations. Many “Perrys” are recruited for their creativity. Yet, along the way, their creativity is stifled by the need to conform to the norm.
11. There will always be Penguins and Peacocks in any organisations. Other than penguins and peacocks , there are also pigeons who are peacemakers in the office, Sparrows who try to be neutral so as to keep a low profile or O striches who choose to bury their heads in the sand.
12. Peacocks bring in varieties and new ideas, But, the stability provided by the penguins must not be ignored. Penguins , being the backbone of the organisation, need to recognise that diversity can exist in an organisation if there is acceptance and trust.
13. When we learn to appreciate one another’s differences, we become more willing to listen, more open to new ideas and more eager to grow. Birds of different feathers can work together in harmony.
