How to move an Elephant

Have you ever tried to move an elephant? Most of us have not, but I am sure we can imagine that it would be no easy task. It will definitely be a little more challenging than moving my kids. If my kids are being stubborn, I can just pick them up and take them to where they need to go. But even with kids, if I am asking them to do something, a task they do not want to do, I am not able to force them to act. If their will is set against the task, then it is near impossible to get them to act. Those with kids can relate to this, and if you are an elephant trainer then my first example works for you.

“It must be remembered that there is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than a new system. For the initiator has the enmity of all who would profit by the preservation of the old institution and merely lukewarm defenders in those who gain by the new ones.”

                                                                                                        -Niccolo Machiavellie, The Prince

Creating change in any organization is a challenge, especially by a new leader. Often a leader is brought in for a purpose of making changes, but because to the “enmity of those who would profit by the preservation of the old institution,” the new leader has an uphill battle in initiating from the get-go.

As a growing leader, learning theory and putting it into practice, there are a few theories and practices worth considering in ones attempt to move their elephant.

• James Burns Transformational Leadership Theory: What stands out to me in this approach is the focus on creating the shared vision with all the stakeholders in a school or organization. It is about creating allies with “those who would profit by the preservation of the old institution.”
• Kurt Lewin’s Change Theory: There is an unfreezing process that occurs where the “old institution” is disrupted in a way where the need to change becomes evident and there begins to grow a desire to make the change rather than the change being done to them.
• Chris Argyis’ Single- and Double-Loop Learning: Within this process, there is a focus on looking at the culture that is in place, the governing principals within the “old institution” that would work against a change initiative, even one with the best of intentions.

So how do you move your elephant? Well, it starts with understanding why the elephant might like where he is and not want to move. Then it may involve helping your elephant get uncomfortable staying where they are. You help your elephant see what would be available to them if they decide to move, giving them a reason to move. Not one of these practices may move your elephant, and all of them may not do so either. With patience, resilience, and stick-to-it-ness, these practices can work to get most reasonable elephants to take some steps on their own.