How reform of organisations often requires an outside perspective

“We tried that” is often expertise. Sometimes it is a fossil speaking. Familiarity teaches the real constraints, the political scars and the reason the ridiculous extra step was added in 2014. It also teaches people to stop seeing the extra step. Irritation becomes heritage.

A new starter asks why figures are copied three times. A first-time customer cannot find the label everybody else recognises instantly. Somebody from another industry wonders why a weekly approval exists for a risk their previous system handled automatically. The question sounds naive because it has not yet learned the local excuses. Outsiders can be spectacularly wrong. They see a knot, cut it, then discover it was holding the bridge. Deep knowledge matters when reforms meet exceptions, dependencies and consequences that were invisible from the entrance.

The useful arrangement is temporary innocence paired with durable expertise. Record new starters’ surprises before acclimatisation. Watch first attempts. Rotate adjacent specialists through the process, then make the people who understand its history answer one clean question: which constraint still exists today?

“Why is this here?” sounds naive, but it is a request for evidence. A sound answer teaches the outsider something. An answer that begins with a sigh and ends with the surname of somebody who left eight years ago leaves the rule attached to a ghost. What remains may be a live constraint or a process still obeying someone who has not worked there since 2016.

Behavioural principles

Behavioural ideas at play in this post

Short, plain-English explanations of the principles behind this post, with links to related books and examples in the archive.