The story goes as follows:

“There once was a great monastery high up in the mountains of Tibet.

One day, when the spiritual leader and his disciples began their evening meditation, the cat who lived in the monastery started making noise.

So much noise that it completely distracted them. So the teacher ordered that the cat be tied up during the evening practice to meditate in peace.

Years later, when the teacher died, tying up the cat continued during their meditation sessions. And, when the cat eventually died, another cat was brought to the monastery and tied up.

Centuries later, learned descendants of the spiritual teacher wrote scholarly treatises about the religious significance of tying up a cat for meditation practice.”

The concept of “tying a cat to the back of the monastery” originates from a parable often used in discussions about tradition and change management. The story goes that a monastery’s monks tied a cat to a post during meditation sessions to prevent it from causing distractions. Over time, the act of tying the cat became a ritual, even after the original reason for it had long been forgotten. Eventually, new monks continued the practice, believing it was a vital part of the meditation process. This story illustrates how traditions or processes can persist, even when their original purpose is no longer relevant or understood.

In the context of change management, this parable highlights how organizations often hold onto outdated practices simply because “it has always been done this way.” These ingrained habits, or “sacred cows,” can hinder innovation and adaptability. Leaders tasked with managing change must identify these outdated processes and evaluate whether they still serve a meaningful purpose. Often, teams resist change because they view these practices as integral to the organization’s identity, even if they no longer provide value.

The story also underscores the importance of questioning and re-examining organizational norms. Effective change management involves creating a culture where people feel safe to ask why certain practices exist and whether they are still necessary. By fostering open communication and encouraging critical thinking, leaders can help their teams let go of obsolete traditions and embrace new, more effective approaches. This not only increases efficiency but also builds a more adaptive and innovative organizational culture.

Finally, the parable teaches that the process of implementing change requires a delicate balance between respecting an organization’s history and pushing for necessary evolution. Leaders must recognize the emotional attachment people may have to longstanding practices and address their concerns with empathy. Through clear communication, transparency, and involving stakeholders in decision-making, managers can untie the metaphorical cat and align the organization with its current goals and challenges. This ensures that change is not only implemented but also embraced and sustained.