There is a tendency, in professional development work, to see the work as finding and fixing what is broken in people. I find the belief that we are unfinished, rather than broken, to be a more accurate and effective way of working.
Without the atypical, asymmetric or boundary breaking, nothing changes. Yet, while change is valued and vaunted as a desired skill, most of business and organisational belief and practice strive for control and consistency. Interesting.
When we rush our strategic thinking and planning we almost invariably take more time dealing with the consequences of doing so - easier said than done, when value is placed on speed in all things, as it is today.