Every business leader knows the challenge of balancing tradition with innovation. Sometimes the biggest barrier to progress is not budget or resources but the quiet voice in the room saying, “we’ve always done it this way.” That is where the Five Monkeys psychology experiment comes in, a story that, real or not, continues to resonate as a leadership lesson for organizations trying to adapt, innovate, and transform through technology.
The experiment has been used for years as a metaphor for how culture, habit, and fear of change can stop people from seizing new opportunities. And while it starts with monkeys, bananas, and cold water, the story has powerful implications for executives thinking about their IT strategy, digital transformation, and long-term growth.
In this blog, we’ll explore how the Five Monkeys leadership lesson applies to modern organizations, what it says about the way businesses make technology decisions, and how leaders can create a culture that encourages fresh ideas instead of stifling them.
Table of contents
🐒 What is the Five Monkeys Experiment?
💡 What can the Five Monkeys Experiment Teach Us?
😯 5 Questions to Help Avoid Five Monkeys Experiment “Syndrome”
🙌 Practical Steps for Leaders to Apply the Lesson
❓ FAQs
What is the Five Monkeys Experiment?
If you haven’t heard about the Five Monkeys Experiment, here's how it goes:
Five monkeys are placed in a cage with a bunch of bananas hanging at the top. There’s a ladder leading up to the bananas. Naturally, one monkey climbs the ladder to take them. The moment it does, all five monkeys are sprayed with freezing water.
Soon, another monkey tries. Again, everyone gets blasted with cold water. Eventually, the monkeys learn that touching the ladder equals punishment. The researcher then removes the hose but keeps the experiment going.
Here’s where it gets interesting. One of the original monkeys is replaced with a new one who has never seen the water spray. The new monkey naturally goes to the ladder for the bananas, but the others immediately stop him and even attack him. Over time, more new monkeys are introduced until none of the originals are left. None of these monkeys have ever been sprayed with water, but they all attack anyone who dares touch the ladder.
If you asked them why, the only answer would be: “because that’s the way it’s always been done.”
Whether or not the experiment actually took place, the Five Monkeys leadership lesson is clear. It’s a powerful metaphor for how organizations can fall into patterns, traditions, and behaviors that no longer make sense but still get enforced..png?width=1110&height=496&name=5%20Monkeys%20Experiment%20(3).png)
What can the Five Monkeys Experiment Teach Us?
The lesson from the Five Monkeys psychology experiment is not really about monkeys at all. It is about people, and especially about how organizations behave. The story highlights how teams often cling to outdated practices or old habits long after their original purpose no longer exists.
For leaders, this is a call to pause and ask: Are we climbing toward the bananas, or just guarding the ladder? Too often, outdated systems or routines stop people from testing better ways of doing things. Employees do not necessarily resist innovation because it is bad, but because they have learned to expect resistance if they step outside the norm.
Consider how many companies still run their technology on-premises. The servers are expensive to maintain, the downtime is stressful, but teams keep the setup because “that is how it has always been done.” The hose is gone, but the fear of change keeps everyone clinging to the old system.
The same thing happens with new tools like Copilot AI. Many leaders know they exist but hesitate to explore them because they picture disruption, risk, or backlash from their teams. Even if no one has proven the fear is real, the tradition of “sticking to the way we already work” holds them back.
This is the real Five Monkeys leadership lesson: tradition without purpose slows progress. When leaders encourage questioning, invite new approaches, and break away from “this is how it has always been done,” their organizations stay flexible, innovative, and ready for growth.
Digital transformation is the bridge that makes this shift possible. It helps leaders replace outdated habits with smarter systems, modern tools, and a culture that values innovation. Instead of being trapped by legacy thinking, organizations that embrace digital transformation create an environment where people and technology work together to push past old limits and uncover new opportunities.
5 Questions to Avoid the Five Monkeys Experiment “Syndrome.”
The Five Monkeys psychology experiment is a reminder of how quickly organizations can fall into routines without questioning why. Leaders who want to stay ahead need to ask hard questions about culture, habits, and systems. Here are five to start with:
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1. Does your culture encourage open dialogue and collaboration?
When people stop challenging ideas, old habits take over. The experiment shows how silence can reinforce outdated practices, even when the original reason no longer exists.
Collaboration is the antidote. Teams that share openly generate new ideas and inspire better ways of working. Technology can support this by making communication visible and accessible. Tools like Microsoft Teams amplify voices across levels of leadership and keep knowledge from getting isolated in silos.
2. Does your organization reward and recognize innovative thinkers?
If risk-taking is punished, creativity disappears. The monkeys stopped climbing because it felt safer to conform. In business, the same thing happens when employees see bold ideas dismissed or ignored.
Leaders can change this by celebrating experiments, even when they don’t succeed. Recognition matters more than outcomes because it builds the confidence to try again. With the right systems in place, IT can make recognition visible through platforms that share wins across teams or track progress on pilot projects.
3. Are we adapting to how work is changing?
Work is not static. Remote work, flexible schedules, and digital tools are now standard. But organizations often hold on to practices that no longer match reality.
The Five Monkeys experiment highlights the danger of outdated habits: doing things the old way just because. Leaders who regularly evaluate how their teams operate can stay ahead. Technology is one of the biggest drivers of this shift, and IT strategy should evolve alongside changing work patterns, not lag behind them.
4. Are we questioning if our technology supports innovation or just maintains the status quo?
It is easy to confuse “working” systems with “helpful” systems. The monkeys’ ladder was stable, but it kept them from the prize.
The same applies to outdated IT. A legacy on-prem setup may run fine but block scalability. A basic productivity suite might support email but hold back collaboration. Leaders should ask whether their technology is just keeping the lights on or creating space for real growth.
5. Are we prepared for disruption and change?
The experiment shows how fast behaviors can lock in. If disruption hits, whether economic shifts, AI adoption, or industry regulations, organizations that cling to tradition struggle the most.
Asking this question forces leaders to think beyond the present. Business continuity, cybersecurity resilience, and future-ready IT strategies make it possible to absorb shocks without losing momentum. Managed IT services and AI tools can provide the flexibility and stability to stay ready when change comes.
Practical Steps for Leaders to Apply the Lesson In their Technology Environment
The Five Monkeys psychology experiment reminds us that doing things “the way they’ve always been done” can limit growth. For leaders, the next step is turning that lesson into action. Here’s how to make sure your organization is climbing toward the “bananas” instead of holding back:
1. Assess IT Maturity
Start by evaluating your current IT environment. Look at your data management, infrastructure stability, and security posture. This gives you a clear picture of where you are today and what gaps are holding you back.
2. Build a Digital Transformation Roadmap
Innovation doesn’t happen by chance. It requires a clear IT roadmap that connects technology investments with business goals. A managed IT services partner can help you design this roadmap so it is both realistic and future-focused.
3. Prioritize Security-first Managed IT
Business continuity depends on security. Cyber risks are growing, and traditional “patch and fix” approaches are no longer sufficient. With managed IT, security becomes proactive, layered, and built into every decision.
4. Tie Innovation to Technology Adoption
Culture and technology work together. Encouraging creativity means giving teams the right digital tools to try new ideas, share insights, and test new ways of working. From Microsoft 365 to AI tools like Copilot, IT can become the enabler of innovation rather than just the maintainer of systems.
Conclusion: Will Your Business Repeat the Experiment or Reach for the Bananas?
The Five Monkeys leadership lesson is simple: habits without purpose hold organizations back. Leaders who encourage questioning, embrace change, and connect technology with strategy avoid falling into the “that’s how we’ve always done it” trap.
The question is, will your business repeat the experiment or break the cycle?
At ProServeIT, we help organizations turn tradition into transformation with managed IT services, security-first strategies, and long-term IT roadmaps that fuel growth.
👉 Talk to ProServeIT about building a smarter IT strategy that avoids the Five Monkeys trap.
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