Perry the peacock joined a company dominated by penguins who valued uniformity. Initially, the penguins were impressed by Perry's creative ideas and results. However, over time they began to feel uncomfortable with how Perry's loudness, colorfulness, and new ideas disrupted their norms. Perry also became unhappy as the penguins tried to force him to conform. The story shows how organizations often initially value creativity but then stifle it by demanding conformity to existing norms. For diversity and innovation to thrive, there needs to be acceptance of differences and a willingness to listen to new ideas.

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 colours
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, colourful 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. 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
Ostriches who choose to
bury their heads in the sand.
There will always be Penguins and Peacocks in
any organisations.

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.

14. The End...