Leading change while valuing tradition
I’m a person who loves traditions. Just typing the word, “traditions” makes me think of the song in Fiddler on the Roof, where traditions within the Jewish community in the story are described, including matchmaking. The bride-to-be asks the matchmaker to “make [her] a perfect match,” but when she hears about some of her future husband options (less than desirable), she changes her tune to, “matchmaker, matchmaker, plan me no plans...I’m in no rush!”
Prior to this song, the father, Tevye, compares the challenges of life to being a fiddler on the roof, “trying to scratch out a pleasant, simple tune without breaking his neck.” He continues by asking, “and how do we keep our balance?” The answer: tradition!
Why are traditions important to us? In Why Traditions Matter for Mental Health, the author shares the following:
Traditions have been an important component of human societies since the dawn of time. Traditions fulfill four key criteria for achieving the “Four B’s,” our senses of Being, Belonging, Believing, and Benevolence. [emphasis mine] They are a source of enjoyment and meaning. They help you feel like you belong to your community or to the broader society. And they make you believe in something larger than yourself; they give life meaning.
Traditions are likely evident in all areas of our lives. In my family, we have tamales and chili on Christmas Eve. In our local community, there is a Fourth of July Celebration of Freedom where veterans are recognized and appreciated (my favorite part of the event!). In our church, we have a fellowship time between worship and the sermon that provides everyone an opportunity to connect with each other. At the faith-based University I served at for 18 years, we closed every formal service by singing The Lord’s Prayer (this started long before I was there). My undergraduate degree is from Texas A&M University, where tradition is so valued, we would say, “Once you do it twice, it’s a tradition!”
For each of these examples, I can describe what the traditions mean to me, how they make me feel, how they connect me to others, and what they contribute to the overall organization. Just thinking about some traditions can bring tears to my eyes (happy tears!).
Sometimes traditions can be burdensome or difficult to continue as the culture around us changes. For example, a family may have a tradition of gathering on Christmas Day to have dinner and open presents. As the family grows, getting everyone together grows more challenging – there are more complicated logistics, the need for more space, the cost of purchasing more gifts, the burden of making a huge dinner. As the family grows, there may be a need and desire to adjust the family tradition.
What does this look like in the organizational setting?
Organizational traditions can achieve “the Four B’s” as well. Traditions help define the organization and help members feel a sense of belonging. Traditions reflect the organizational mission and values, helping people (inside and outside) to understand who they are, what they stand for, and how they are to act. Traditions create a bridge between two strangers who are also members of the same organization. (This is how “benevolence” is achieved through tradition - we will help a stranger because of what we share with them).
Traditions can also need revising as the organization grows and changes. Tradition is an aspect of organizational culture, and culture changes are the trickiest type of change for leaders. In particular, traditions can be deeply held and valued. Changing or removing a tradition can lead to distrust, frustration, anger, offense, and hurt among the members.
Leaders desiring to alter or eliminate traditions need to thoughtfully consider many factors and move forward cautiously. Here are some steps to consider:
Understand the tradition, where it came from, and why it has lasted.
Talk to people within and outside the organization to gain an understanding of what the tradition means to them.
Consider how removing or changing the tradition could affect them.
If there is a desire to start a new tradition, collaborate with members across the organization. A “top down” tradition is less likely to be embraced.
Communicate about the change. Provide a rationale for why the move is best for the organization. Be sure the rationale is linked to the mission, identity, and values.
Demonstrate an appreciation for the history of the organization (and those who helped build it) in meaningful ways.
Like any type of change, culture changes related to traditions should be carefully planned, communicated, and implemented. Sudden changes, minimum communication, and unilateral decision-making should be avoided.
Lastly, innovation and tradition are not contradictory. In fact, innovation may be necessary to preserve traditions. According to Soulaima Gourani, “choosing where to innovate and where to keep traditions untouched is as much a challenge as it is essential...” The author goes on to describe several examples of how innovation can be effective in preserving traditions.
As you lead your organization in innovation and change, consider the role of tradition. You may find it helpful to have an outside perspective as you navigate this challenge. Reach out to ABL Wise Consulting today. I would love to help you take steps forward while honoring the history and identity of your organization.
pc: Catherine Zaidova via Unsplash
