This is a guest post from Freek Vermeulen
When the beast outside the cage would replace a second monkey with a new one, the events would repeat themselves – monkey runs towards the ladder; other monkeys beat him up; new monkey does not attempt to climb again – with one notable detail: the first new monkey, who had never received the cold-water treatment himself (and didn’t even know anything about it), would, with equal vigour and enthusiasm, join in the beating of the new guy on the block.
When the researcher replaced a third monkey, the same thing happened; likewise for the fourth until, eventually, all the monkeys had been replaced and none of the ones in the cage had any experience or knowledge of the cold-water treatment.
Then, a new monkey was introduced into the cage. It ran toward the ladder only to get beaten up by the others. Yet, this monkey turned around and asked “why do you beat me up when I try to get the banana?” The other four monkeys stopped, looked at each other slightly puzzled and, finally, shrugged their shoulders: “Don’t know. But that’s the way we do things around here”…
I got this story from my colleague, the illustrious Costas Markides. It reminded him – and me – of quite a few of the organisations we have seen. Over the years, all firms develop routines, habits and practices, which we call the firm’s “organisational culture”. As I am sure you know, these cultures can be remarkably different, in terms of what sort of behaviour they value and what they don’t like to see, and what they punish. Always, these habits and conventions have been developed over the course of many years. Very often, nobody actually remembers why they were started in the first place… Quite possibly, the guy with the water hose has long gone.
Don’t just beat up the new monkey – whether it is a new employee, a recent acquisition or a partner; their questioning of “the way we do things round here” may actually be quite a valid one.
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