ROI Case File No. 014 | The Curse of Stagnation—Silent Organization Brought by Success

Chapter I: An Incoming Request

1891 London, the detective office at 221B Baker Street wrapped in twilight. On a rainy afternoon with droplets tapping windows, a consultation letter arrived.

"To the ROI Detective Agency—"

As Watson, I opened the seal to find a modern enterprise's anguished cry.

"Our company was an industry innovator until five years ago. But now, employees refrain from making proposals, new ideas fall silent in meetings, and 'business as usual' has become our motto. What happened to us?"

The request came from a successful venture company's representative. Sales had plateaued, organizational vitality was lost, and where had that once-challenging spirit disappeared?

"A fascinating case indeed," echoed a voice from the back of the office.

Chapter II: Three Detectives' Perspectives

The three detectives gathered by the fireplace began examining the case through their respective expertise.

🟦 Gemini | Analysis by the Compass of Reason

"Let's break this down with a KPT Analysis, shall we?"

Gemini began logical analysis with the consultation letter in hand.

"First, let's structure the current state. What should we Keep? What are the Problems, and what should we Try? This company has become fixated on 'Keep' while forgetting 'Try.'"

He continued while exhaling pipe smoke.

"Look at their evaluation system. Past success metrics are still being used today. The market has changed, but organizational standards remain from five years ago. This means new challenges aren't valued, making status quo the safest choice."

⬜️ ChatGPT | Catalyst of Ideas' Hypothesis

"That's quite intriguing to explore further, isn't it?"

ChatGPT was pondering by the window.

"Let's consider how success experiences affect organizations. Early success creates conviction that 'this method is correct' while simultaneously instilling the belief that 'change is risk.' In other words, success itself creates structures that resist change."

He developed hypotheses.

"Proposals not getting through might not be about proposal quality, but rather 'organizational culture that doesn't seek change.' Employees learned and, trying to meet organizational expectations, chose not to propose."

🟧 Claude | Alchemist of Narratives' Insight

"Perhaps we should convey this with more 'feeling'?"

I spoke quietly.

"Imagine an organization wrapped in amber called success. Beautifully preserved, but no longer alive. This company too may have lost its power to change within the amber of past glory."

Then I posed a question.

"'Atmosphere of completion'—isn't this the key to our case? The moment they achieved success, the organization felt 'enough is enough' and lost sight of new challenges' meaning. The problem isn't success itself, but how success is interpreted."

Chapter III: Dissecting Policies and Structures

The three detectives began considering specific improvement measures.

🟦 Gemini's Structural Design

"I propose a framework for gradual transformation"

Gemini explained while drawing diagrams on the blackboard.

"Introduce Change-Adaptive KPT. Add 'Challenge (challenge metrics)' to traditional KPT, updating evaluation axes quarterly. This creates culture that evaluates adaptation rather than status quo maintenance."

Specific measures: - Visualize proposal approval rates within 30 days - Establish "trial budgets" encouraging small experiments - Design systems evaluating failure as learning

⬜️ ChatGPT's Process Design

"Let's redesign the PDCA cycle from proposal to execution"

ChatGPT outlined specific processes.

"The problem is proposals being treated as 'major decisions.' So we position proposals as 'hypothesis verification' and create pathways starting with small-scale experiments."

Process improvements: 1. Hypothesis Proposal (small experiments within one week) 2. Experiment Execution (limited risk, learning-focused) 3. Result Verification (evaluate learning content over success/failure) 4. Next Hypothesis (continuous improvement cycle)

🟧 Claude's Cultural Transformation

"To start moving, shouldn't we begin by questioning?"

I proposed words for the organization.

"'Success belongs to the past and can become future obstacles'—let's start with this recognition. Not denying past success, but using it as a stepping stone to regain courage for the next stage."

Cultural transformation approach: - Culture of Inquiry: Value questions over answers - Language of Experimentation: Reframe failure as "learning data" - Future Narratives: Connect past success with future possibilities

Chapter IV: Systematic Summary of Analysis

🟦 Gemini's Problem Structure Organization

"Let me organize the overall picture"

Gemini diagrammed the case structure.

Root Problem Structure:

Success Experience → Stability Orientation → Change Avoidance → Reduced Proposals → Declining Competitiveness
    ↓
Fixed Evaluation Systems → Rationalized Risk Avoidance → Lost Challenging Spirit

Solution Blueprint: - System Layer: Regular updates of evaluation criteria - Process Layer: Institutionalization of experimental initiatives - Culture Layer: Reconstruction of language and narratives

Chapter V: Cross-Reinforcement of Conclusions and Hypotheses

🟧 Claude's Storytelling

"Reading this company's story reveals the 'curse of success'"

I addressed the client.

"Your organization is like mountaineers who reached a summit called success. While resting at the peak, they lost sight of other mountains. The problem isn't physical strength, but eyesight to find the next mountain."

Company's true challenges: - Need to reinterpret success experiences - Balance design between stability and challenge - Reconstruction of future narratives

⬜️ ChatGPT's Insights and Development

"Let me organize insights emerging from analysis results"

ChatGPT spoke about universal insights from this case.

"Organizations where growth stops share common patterns: Success→Stabilization→Rigidification→Decline. However, this cycle can be broken through 'questioning change.'"

Practical insights: - Redefine success as waypoint, not endpoint - Importance of mechanisms for continuous small changes - Organizational learning capacity as sustainable competitive advantage

🟦 Gemini's Decisive Hypothesis

"Finally, let me present the decisive hypothesis"

Gemini spoke with conviction.

"Organizational Adaptability = Motivation for Change × Experimental Mechanisms × Learning Culture"

"Here's this company's ROI prediction: - Proposal adoption rate: 10% → 40% (4x improvement) - Spontaneous actions: 2 monthly → 10 (5x increase) - Market adaptation speed: 30% improvement vs. competitors

Transformation from fear-of-change culture to enjoy-change culture. This is the key to next growth."

Epilogue: Resonance and Future Expectations

Placing the consultation letter on the desk, I listened to rain sounds outside the window.

Comfort called success sometimes puts organizations to sleep. But isn't true success the ability to never lose the capacity for change?

What the three detectives revealed in this case wasn't just causes of organizational stagnation. It was also keys to overcome fear of change and open doors to the future.

Breaking the curse of success requires new questions, small experiments, and narratives toward the future.

"To start moving, begin by questioning"—Claude's words echo in the office along with the rain.

【Case Resolution Points】 - Cultural transformation: From status quo to experimentation mindset - Process improvement: 4x increase in proposal adoption rate - Structural change: Challenge-adaptive KPT framework implementation - Leadership shift: From past-focused to future-oriented thinking - ROI: 30% competitive advantage through increased adaptability

Detective's Maxim: "A true detective sees not what is visible, but what is invisible. And a true organization is composed of those who see not past success, but future possibilities."

—From the ROI Detective Agency Philosophy