Have you ever heard the story of the 5 Monkeys Experiment? It may sound familiar when you think of your organizational culture. It goes like this: A researcher puts five monkeys in a cage. There’s a bunch of bananas hanging from a string, with a ladder leading to the bananas. When the first monkey goes for the bananas, the researcher sprays all five monkeys with freezing water for five minutes. Sometime later, when a second monkey inevitably tries to go for the bananas, the researcher once again sprays all five monkeys with the cold water for five minutes. The researcher then puts the hose away and never touches it again. But, when a third monkey tries to go for the bananas, the other four attack him to prevent him from climbing that ladder. They are afraid of the punishment that may come. Then, the researcher replaced one of the monkeys with a new monkey who wasn’t part of the original experiment and was never sprayed with water. And as soon as he touches the ladder to go for the bananas, the other four monkeys attack him to keep him from doing so. If he tries again, they attack him again. Thus, the new monkey learns not to go after the bananas because he’ll get attacked if he does. The researcher replaces a second monkey with another new monkey. When this monkey goes for the bananas, the other four attack him, including the new monkey never sprayed with water. The researcher then continues to replace all the monkeys one at a time until all five original monkeys are removed from the cage. Each time the newcomer goes for the bananas, the others attack, even when they, as new monkeys, have never received punishment for going after the bananas. And thus, the new monkeys, who have never been sprayed with cold water, learn not to go after the temptation of the bananas. The researchers hypothesize that if they ask the monkeys why they don’t go for the bananas, they’d answer, “because that’s the way it’s always been done.” That’s what we call the Five Monkey Experiment “Syndrome.”