This is a bit of fun and a lot of serious. It is surprising how many animals you can spot in change. Using animals is an entertaining and useful metaphor that you can use in many situations to break the ice and tell home truths.
OstrichesThe ostrich famously puts its head in the sand when faced with danger. Like a small child, they work on the principle that if they cannot see the predator then the predator cannot see them. This does not seem to be a very good survival strategy. Fortunately, the ostrich also has long legs and can run away very fast.
MolesMoles are dark and difficult to see. They burrow underground and are hard to find. Then they pop up when you think everything has been completed and the change is complete. They make a horrible mess of things and are very destructive.
TigersTigers fight tooth and claw all the way. They are powerful -- or at least that is what they want you to believe. Hurt them only a little and they will seek to hurt you a whole lot more. Their message is this: mess with me at your peril. Go make your change elsewhere little person.
DogsDogs know that, although they are not bad fighters by themselves, they are far more powerful in a pack. They seek one another out and attack en masse. They are not fearless but know that together they create even more fear. They will fight dirty and nip at you until you are down and then rip you apart.
OwlsOwls are wise and knowledgeable people. They sit up on their branches in their tree, pontificating and pointing down at the trivial world below. The know better than you and are not slow to point this out, as well as pointing out all the little faults in your change project (which is, of course, somewhat below them).
SnailsWell, you knoow, those old snails, they just go soo slooww. They creep along at, well, a snail's pace and hope that you will leave them to their own devices. Ho hum. See you then.
The Nature of Support
- You will better know how to use that support to make the change happen.
- You may find how tentative that support is and know how to shore it up.
- Are they ready to be a Leadership or do they just want to Follow?
- If they are following, what persuaded them? (your vision, persuasive skills, etc.)
- If they want to lead, what opportunities do they see? (advancement, contribution, etc.)
- What support are they ready to give? (One-to-one, public, use of authority, etc.)
- How 'change ready' are they? (raring to go, tiptoeing forward, etc.)
- What are their expectations? What's in it for them? What would they think if they did not get what they expect? What would they do?
- What would cause them to become opponents of the change? How easily would they be tipped over into opposition?
- What connection do they have to other people? What is their job history? What is their social position? Are they a strong networker?
- How effective would their support be? Would they be able to convert others? How powerful would those others be in sustaining the change? How many others could they convert?
Teach people the methods of change, about how to be logical and creative in improving processes and organizations.
Coaches work with teams, supporting their process of change.
Education, done well, is more of a process of elicitation, drawing out understanding from the other person rather than talking at them. The root of the word is the Latin duco, 'meaning to lead', and is the same as duke. Leading in change is itself often a process of education, and may be done in many situations.
An issue in change is that people often feel powerless. Education gives them the power to change.
Explanations > Learning Theory