In a recent LinkedIn post, Suzanne Lucas discusses the enduring importance of understanding the history and purpose behind established rules, traditions, and policies before enacting changes. She highlights a principle she terms ‘Chesterton’s Fence,’ emphasizing the need for context and justification before dismantling existing structures.
Lucas introduces the concept with a clear directive:
Never remove a fence, law, tradition or handbook section without first understanding why it was built to begin with. That’s known as Chesterton’s fence.
The principle, as explained by Lucas, serves as a crucial reminder for new HR professionals and managers who often arrive with a desire to quickly implement changes. While enthusiasm for improvement is valuable, Lucas cautions against a hasty approach that overlooks the foundational reasons for current practices.
The Pitfalls of Uninformed Change
Suzanne Lucas argues that new leaders, eager to make their mark, can inadvertently cause disruption by removing established protocols without understanding their original intent. This can lead to unintended negative consequences, undermining the very stability or protection the original policy was designed to provide.
She elaborates on this point, stating:
New HR people and new managers come in and want to fix everything ASAP. That sounds good. But before you do so, you need to understand why it was there in the first place. What is it holding up or in?
Lucas uses a relatable anecdote from her own recent train journey to illustrate the core idea. She pulled down a window shade to block the sun, only for another passenger to immediately open it, seeking to enjoy the view. This action, while seemingly innocuous, resulted in the second passenger being blinded by the sun, demonstrating how removing a protective measure without understanding its purpose can lead to discomfort or problems.
Applying Chesterton’s Fence to Modern Workplaces
The application of Chesterton’s Fence extends beyond literal fences or train window shades; it is particularly relevant in the context of human resources and organizational management. Lucas suggests that understanding the ‘why’ behind a policy is paramount.
According to Lucas, the lesson is straightforward:
Understand why before you act.
This principle encourages a more thoughtful and strategic approach to policy revision. Instead of viewing existing rules as mere obstacles to be cleared, leaders are encouraged to see them as potentially valuable mechanisms that solved problems in the past. Before any ‘fix’ is implemented, a thorough investigation into the origin and function of the existing practice is necessary.
Lucas’s insights serve as a valuable guide for leaders aiming to foster positive change. By advocating for a deeper understanding of existing structures, she promotes a management philosophy that respects historical context while still allowing for informed and beneficial evolution.
📝 About This Content
This article is based on insights shared by Suzanne Lucas on LinkedIn.
📅 Originally posted on October 1, 2026 | View original post on LinkedIn →